Developing integrated methods to address complex resource and environmental issues

USGS Publications Warehouse

Smith, Kathleen S.; Phillips, Jeffrey D.; McCafferty, Anne E.; Clark, Roger N.

2016-02-08

IntroductionThis circular provides an overview of selected activities that were conducted within the U.S. Geological Survey (USGS) Integrated Methods Development Project, an interdisciplinary project designed to develop new tools and conduct innovative research requiring integration of geologic, geophysical, geochemical, and remote-sensing expertise. The project was supported by the USGS Mineral Resources Program, and its products and acquired capabilities have broad applications to missions throughout the USGS and beyond.In addressing challenges associated with understanding the location, quantity, and quality of mineral resources, and in investigating the potential environmental consequences of resource development, a number of field and laboratory capabilities and interpretative methodologies evolved from the project that have applications to traditional resource studies as well as to studies related to ecosystem health, human health, disaster and hazard assessment, and planetary science. New or improved tools and research findings developed within the project have been applied to other projects and activities. Specifically, geophysical equipment and techniques have been applied to a variety of traditional and nontraditional mineral- and energy-resource studies, military applications, environmental investigations, and applied research activities that involve climate change, mapping techniques, and monitoring capabilities. Diverse applied geochemistry activities provide a process-level understanding of the mobility, chemical speciation, and bioavailability of elements, particularly metals and metalloids, in a variety of environmental settings. Imaging spectroscopy capabilities maintained and developed within the project have been applied to traditional resource studies as well as to studies related to ecosystem health, human health, disaster assessment, and planetary science. Brief descriptions of capabilities and laboratory facilities and summaries of some

Human Resource Management in Virtual Organizations. Research in Human Resource Management Series.

ERIC Educational Resources Information Center

Heneman, Robert L., Ed.; Greenberger, David B., Ed.

This document contains 14 papers on human resources (HR) and human resource management (HRM) in virtual organizations. The following papers are included: "Series Preface" (Rodger Griffeth); "Volume Preface" (Robert L. Heneman, David B. Greenberger); "The Virtual Organization: Definition, Description, and…

Building human resources capability in health care: a global analysis of best practice--Part II.

PubMed

Zairi, M

1998-01-01

This paper is the second from a series of three, addressing human resource practices using best practice examples. The analysis covered is based on the experiences of organisations that have won the Malcolm Baldrige National Quality Award (MBNQA) in the USA. The subcriteria covered in this benchmarking comparative analysis covers the following areas: human resource planning and management; employee involvement; employee education and training; employee performance and recognition; employee wellbeing and satisfaction. The paper concludes by reflecting on the likely implications for health-care professionals working in the human resource field.

The state of human dimensions capacity for natural resource management: needs, knowledge, and resources

USGS Publications Warehouse

Sexton, Natalie R.; Leong, Kirsten M.; Milley, Brad J.; Clarke, Melinda M.; Teel, Tara L.; Chase, Mark A.; Dietsch, Alia M.

2013-01-01

The social sciences have become increasingly important in understanding natural resource management contexts and audiences, and are essential in design and delivery of effective and durable management strategies. Yet many agencies and organizations do not have the necessary resource management. We draw on the textbook definition of HD: how and why people value natural resources, what benefits people seek and derive from those resources, and how people affect and are affected by those resources and their management (Decker, Brown, and Seimer 2001). Clearly articulating how HD information can be used and integrated into natural resource management planning and decision-making is an important challenge faced by the HD field. To address this challenge, we formed a collaborative team to explore the issue of HD capacity-building for natural resource organizations and to advance the HD field. We define HD capacity as activities, efforts, and resources that enhance the ability of HD researchers and practitioners and natural managers and decision-makers to understand and address the social aspects of conservation.Specifically, we sought to examine current barriers to integration of HD into natural resource management, knowledge needed to improve HD capacity, and existing HD tools, resources, and training opportunities. We conducted a needs assessment of HD experts and practitioners, developed a framework for considering HD activities that can contribute both directly and indirectly throughout any phase of an adaptive management cycle, and held a workshop to review preliminary findings and gather additional input through breakout group discussions. This paper provides highlights from our collaborative initiative to help frame and inform future HD capacity-building efforts and natural resource organizations and also provides a list of existing human dimensions tools and resources.

Human resources for the control of road traffic injury.

PubMed

Mock, Charles; Kobusingye, Olive; Anh, Le Vu; Afukaar, Francis; Arreola-Risa, Carlos

2005-04-01

The definition of the ideal numbers and distribution of human resources required for control of road traffic injury (RTI) is not as advanced as for other health problems. We can nonetheless identify functions that need to be addressed across the spectrum of injury control: surveillance; road safety (including infrastructure, vehicle design, and behaviour); and trauma care. Many low-cost strategies to improve these functions in low- or middle-income countries can be identified. For all these strategies, there is need for adequate institutional capacity, including funding, legal authority, and human resources. Several categories of human resources need to be developed: epidemiologists who can handle injury data, design surveillance systems, and undertake research; engineers and planners versed in safety aspects of road design, traffic flow, urban planning, and vehicle design; police and lawyers who understand the health impact of traffic law; clinicians who can develop cost-effective improvements in the entire system of trauma treatment; media experts to undertake effective behaviour change and social marketing; and economists to assist with cost-effectiveness evaluations. RTI control can be strengthened by enhancing such training in these disciplines, as well as encouraging retention of those who have the needed skills. Mechanisms to enhance collaboration between these different fields need to be promoted. Finally, the burden of RTI is borne disproportionately by the poor; in addition to technical issues, more profound equity issues must be addressed. This mandates that people from all professional backgrounds who work for RTI control should develop skills in advocacy and politics.

Human resources for the control of road traffic injury.

PubMed Central

Mock, Charles; Kobusingye, Olive; Anh, Le Vu; Afukaar, Francis; Arreola-Risa, Carlos

2005-01-01

The definition of the ideal numbers and distribution of human resources required for control of road traffic injury (RTI) is not as advanced as for other health problems. We can nonetheless identify functions that need to be addressed across the spectrum of injury control: surveillance; road safety (including infrastructure, vehicle design, and behaviour); and trauma care. Many low-cost strategies to improve these functions in low- or middle-income countries can be identified. For all these strategies, there is need for adequate institutional capacity, including funding, legal authority, and human resources. Several categories of human resources need to be developed: epidemiologists who can handle injury data, design surveillance systems, and undertake research; engineers and planners versed in safety aspects of road design, traffic flow, urban planning, and vehicle design; police and lawyers who understand the health impact of traffic law; clinicians who can develop cost-effective improvements in the entire system of trauma treatment; media experts to undertake effective behaviour change and social marketing; and economists to assist with cost-effectiveness evaluations. RTI control can be strengthened by enhancing such training in these disciplines, as well as encouraging retention of those who have the needed skills. Mechanisms to enhance collaboration between these different fields need to be promoted. Finally, the burden of RTI is borne disproportionately by the poor; in addition to technical issues, more profound equity issues must be addressed. This mandates that people from all professional backgrounds who work for RTI control should develop skills in advocacy and politics. PMID:15868021

Recent Trends in Human Resource Development. Japanese Industrial Relations Series 17.

ERIC Educational Resources Information Center

Amaya, Tadashi

This paper discusses human resources development (HRD) in Japanese industry. Chapter I addresses changing industrial and occupational structures as a foundation for planning and constructing management strategy, especially for business restructuring. The actual situation regarding business diversification is considered, and an attempt is made to…

Human resources for health policies: a critical component in health policies.

PubMed

Dussault, Gilles; Dubois, Carl-Ardy

2003-04-14

In the last few years, increasing attention has been paid to the development of health policies. But side by side with the presumed benefits of policy, many analysts share the opinion that a major drawback of health policies is their failure to make room for issues of human resources. Current approaches in human resources suggest a number of weaknesses: a reactive, ad hoc attitude towards problems of human resources; dispersal of accountability within human resources management (HRM); a limited notion of personnel administration that fails to encompass all aspects of HRM; and finally the short-term perspective of HRM.There are three broad arguments for modernizing the ways in which human resources for health are managed:bullet; the central role of the workforce in the health sector;bullet; the various challenges thrown up by health system reforms;bullet; the need to anticipate the effect on the health workforce (and consequently on service provision) arising from various macroscopic social trends impinging on health systems.The absence of appropriate human resources policies is responsible, in many countries, for a chronic imbalance with multifaceted effects on the health workforce: quantitative mismatch, qualitative disparity, unequal distribution and a lack of coordination between HRM actions and health policy needs.Four proposals have been put forward to modernize how the policy process is conducted in the development of human resources for health (HRH):bullet; to move beyond the traditional approach of personnel administration to a more global concept of HRM;bullet; to give more weight to the integrated, interdependent and systemic nature of the different components of HRM when preparing and implementing policy;bullet; to foster a more proactive attitude among human resources (HR) policy-makers and managers;bullet; to promote the full commitment of all professionals and sectors in all phases of the process.The development of explicit human resources policies is

Human resources for health policies: a critical component in health policies

PubMed Central

Dussault, Gilles; Dubois, Carl-Ardy

2003-01-01

In the last few years, increasing attention has been paid to the development of health policies. But side by side with the presumed benefits of policy, many analysts share the opinion that a major drawback of health policies is their failure to make room for issues of human resources. Current approaches in human resources suggest a number of weaknesses: a reactive, ad hoc attitude towards problems of human resources; dispersal of accountability within human resources management (HRM); a limited notion of personnel administration that fails to encompass all aspects of HRM; and finally the short-term perspective of HRM. There are three broad arguments for modernizing the ways in which human resources for health are managed: • the central role of the workforce in the health sector; • the various challenges thrown up by health system reforms; • the need to anticipate the effect on the health workforce (and consequently on service provision) arising from various macroscopic social trends impinging on health systems. The absence of appropriate human resources policies is responsible, in many countries, for a chronic imbalance with multifaceted effects on the health workforce: quantitative mismatch, qualitative disparity, unequal distribution and a lack of coordination between HRM actions and health policy needs. Four proposals have been put forward to modernize how the policy process is conducted in the development of human resources for health (HRH): • to move beyond the traditional approach of personnel administration to a more global concept of HRM; • to give more weight to the integrated, interdependent and systemic nature of the different components of HRM when preparing and implementing policy; • to foster a more proactive attitude among human resources (HR) policy-makers and managers; • to promote the full commitment of all professionals and sectors in all phases of the process. The development of explicit human resources policies is a crucial link

Retaining nurses in metropolitan areas: insights from senior nurse and human resource managers.

PubMed

Drennan, Vari M; Halter, Mary; Gale, Julia; Harris, Ruth

2016-11-01

To investigate the views of senior nurse and human resource managers of strategies to retain hospital nurses in a metropolitan area. Against a global shortage, retaining nurses is a management imperative for the quality of hospital services. Semi-structured interviews, thematically analysed. Metropolitan areas have many health organisations in geographical proximity, offering nurses choices in employer and employment. Senior nurse and human resource managers recognised the complexity of factors influencing nurse turnover, including those that 'pulled' nurses out of their jobs to other posts and factors that 'pushed' nurses to leave. Four themes emerged in retaining nurses: strategy and leadership, including analysis of workforce and leavers' data, remuneration, the type of nursing work and career development and the immediate work environment. In contexts where multiple organisations compete for nurses, addressing retention through strategic leadership is likely to be important in paying due attention and apportioning resources to effective strategies. Aside from good human resource management practices for all, strategies tailored to different segments of the nursing workforce are likely to be important. This metropolitan study suggests attention should be paid to strategies that address remuneration, progressing nursing careers and the immediate work environment. © 2016 The Authors Journal of Nursing Management Published by John Wiley & Sons Ltd.

Governance and human resources for health.

PubMed

Dieleman, Marjolein; Hilhorst, Thea

2011-11-24

Despite an increase in efforts to address shortage and performance of Human Resources for Health (HRH), HRH problems continue to hamper quality service delivery. We believe that the influence of governance is undervalued in addressing the HRH crisis, both globally and at country level. This thematic series has aimed to expand the evidence base on the role of governance in addressing the HRH crisis. The six articles comprising the series present a range of experiences. The articles report on governance in relation to developing a joint vision, building adherence and strengthening accountability, and on governance with respect to planning, implementation, and monitoring. Other governance issues warrant attention as well, such as corruption and transparency in decision-making in HRH policies and strategies. Acknowledging and dealing with governance should be part and parcel of HRH planning and implementation. To date, few experiences have been shared on improving governance for HRH policy making and implementation, and many questions remain unanswered. There is an urgent need to document experiences and for mutual learning.

Human Resource Management: Accountability, Reciprocity and the Nexus between Employer and Employee

ERIC Educational Resources Information Center

Charlton, Donna; Kritsonis, William Allan

2009-01-01

The article addresses teacher retention challenges employers are experiencing in the quest to effectively meet standard human resource management practices. The quality of the employer-employee relationship forms the foundation upon which effective management practices thrive. Teachers who remain in education value students and their personal…

Leveraging human decision making through the optimal management of centralized resources

NASA Astrophysics Data System (ADS)

Hyden, Paul; McGrath, Richard G.

2016-05-01

Combining results from mixed integer optimization, stochastic modeling and queuing theory, we will advance the interdisciplinary problem of efficiently and effectively allocating centrally managed resources. Academia currently fails to address this, as the esoteric demands of each of these large research areas limits work across traditional boundaries. The commercial space does not currently address these challenges due to the absence of a profit metric. By constructing algorithms that explicitly use inputs across boundaries, we are able to incorporate the advantages of using human decision makers. Key improvements in the underlying algorithms are made possible by aligning decision maker goals with the feedback loops introduced between the core optimization step and the modeling of the overall stochastic process of supply and demand. A key observation is that human decision-makers must be explicitly included in the analysis for these approaches to be ultimately successful. Transformative access gives warfighters and mission owners greater understanding of global needs and allows for relationships to guide optimal resource allocation decisions. Mastery of demand processes and optimization bottlenecks reveals long term maximum marginal utility gaps in capabilities.

Optimal use of human and machine resources for Space Station assembly operations

NASA Technical Reports Server (NTRS)

Parrish, Joseph C.

1988-01-01

This paper investigates the issues involved in determining the best mix of human and machine resources for assembly of the Space Station. It presents the current Station assembly sequence, along with descriptions of the available assembly resources. A number of methodologies for optimizing the human/machine tradeoff problem have been developed, but the Space Station assembly offers some unique issues that have not yet been addressed. These include a strong constraint on available EVA time for early flights and a phased deployment of assembly resources over time. A methodology for incorporating the previously developed decision methods to the special case of the Space Station is presented. This methodology emphasizes an application of multiple qualitative and quantitative techniques, including simulation and decision analysis, for producing an objective, robust solution to the tradeoff problem.

Promoting Early Brain and Child Development: Perceived Barriers and the Utilization of Resources to Address Them.

PubMed

Garner, Andrew S; Storfer-Isser, Amy; Szilagyi, Moira; Stein, Ruth E K; Green, Cori M; Kerker, Bonnie D; O'Connor, Karen G; Hoagwood, Kimberly E; McCue Horwitz, Sarah

Efforts to promote early brain and child development (EBCD) include initiatives to support healthy parent-child relationships, tools to identify family social-emotional risk factors, and referrals to community programs to address family risk factors. We sought to examine if pediatricians perceive barriers to implementing these activities, and if they utilize resources to address those barriers. Data were analyzed from 304 nontrainee pediatricians who practice general pediatrics and completed a 2013 American Academy of Pediatrics Periodic Survey. Sample weights were used to decrease nonresponse bias. Bivariate comparisons and multivariable regression analyses were conducted. At least half of the pediatricians agreed that barriers to promoting EBCD include: a lack of tools to promote healthy parent-child relationships, a lack of tools to assess the family environment for social-emotional risk factors, and a lack of local resources to address family risks. Endorsing a lack of tools to assess the family environment as a barrier was associated with using fewer screening tools and community resources. Endorsing a lack of local resources as a barrier was associated with using fewer community resources and fewer initiatives to promote parent-child relationships. Interest in pediatric mental health was associated with using more initiatives to promote healthy parent-child relationships, screening tools, and community resources. Although the majority of pediatricians perceive barriers to promoting EBCD, few are routinely using available resources to address these barriers. Addressing pediatricians' perceived barriers and encouraging interest in pediatric mental health may increase resource utilization and enhance efforts to promote EBCD. Copyright © 2016 Academic Pediatric Association. Published by Elsevier Inc. All rights reserved.

The Database Business: Managing Today--Planning for Tomorrow. Optimizing Human Resource Factors.

ERIC Educational Resources Information Center

Clark, Joseph E.; And Others

1988-01-01

The first paper describes the National Technical Information Service productivity improvement system and its emphasis on human resources development. The second addresses the benefits of telecommuting to employers and employees. The third discusses the problems generated by the baby boom work force pressing for advancement at a time when many…

Enterprise Resource Planning Software in the Human Resource Classroom

ERIC Educational Resources Information Center

Bedell, Michael D.; Floyd, Barry D.; Nicols, Kay McGlashan; Ellis, Rebecca

2007-01-01

The relatively recent development of comprehensive human resource information systems (HRIS) software has led to a large demand for technologically literate human resource (HR) professionals. For the college student who is about to begin the search for that first postcollege job, the need to develop technology literacy is even more necessary. To…

Penny Burton - Chief Human Resources Officer | NREL

Science.gov Websites

Penny Burton - Chief Human Resources Officer Penny Burton - Chief Human Resources Officer A photo of Penny Burton. As chief human resources officer, Penny Burton is responsible for development of a human capital management system to more effectively manage NREL's workforce, all while achieving

Interweaving Knowledge Resources to Address Complex Environmental Health Challenges

PubMed Central

Anderson, Beth Ellen; Suk, William A.

2015-01-01

Background Complex problems do not respect academic disciplinary boundaries. Environmental health research is complex and often moves beyond these boundaries, integrating diverse knowledge resources to solve such challenges. Here we describe an evolving paradigm for interweaving approaches that integrates widely diverse resources outside of traditional academic environments in full partnerships of mutual respect and understanding. We demonstrate that scientists, social scientists, and engineers can work with government agencies, industry, and communities to interweave their expertise into metaphorical knowledge fabrics to share understanding, resources, and enthusiasm. Objective Our goal is to acknowledge and validate how interweaving research approaches can contribute to research-driven, solution-oriented problem solving in environmental health, and to inspire more members of the environmental health community to consider this approach. Discussion The National Institutes of Health’s National Institute of Environmental Health Sciences Superfund Research Program (SRP), as mandated by Congress, has evolved to become a program that reaches across a wide range of knowledge resources. SRP fosters interweaving multiple knowledge resources to develop innovative multidirectional partnerships for research and training. Here we describe examples of how motivation, ideas, knowledge, and expertise from different people, institutions, and agencies can integrate to tackle challenges that can be as complex as the resources they bring to bear on it. Conclusions By providing structure for interweaving science with its stakeholders, we are better able to leverage resources, increase potential for innovation, and proactively ensure a more fully developed spectrum of beneficial outcomes of research investments. Citation Anderson BE, Naujokas MF, Suk WA. 2015. Interweaving knowledge resources to address complex environmental health challenges. Environ Health Perspect 123:1095–1099

Interweaving Knowledge Resources to Address Complex Environmental Health Challenges.

PubMed

Anderson, Beth Ellen; Naujokas, Marisa F; Suk, William A

2015-11-01

Complex problems do not respect academic disciplinary boundaries. Environmental health research is complex and often moves beyond these boundaries, integrating diverse knowledge resources to solve such challenges. Here we describe an evolving paradigm for interweaving approaches that integrates widely diverse resources outside of traditional academic environments in full partnerships of mutual respect and understanding. We demonstrate that scientists, social scientists, and engineers can work with government agencies, industry, and communities to interweave their expertise into metaphorical knowledge fabrics to share understanding, resources, and enthusiasm. Our goal is to acknowledge and validate how interweaving research approaches can contribute to research-driven, solution-oriented problem solving in environmental health, and to inspire more members of the environmental health community to consider this approach. The National Institutes of Health's National Institute of Environmental Health Sciences Superfund Research Program (SRP), as mandated by Congress, has evolved to become a program that reaches across a wide range of knowledge resources. SRP fosters interweaving multiple knowledge resources to develop innovative multidirectional partnerships for research and training. Here we describe examples of how motivation, ideas, knowledge, and expertise from different people, institutions, and agencies can integrate to tackle challenges that can be as complex as the resources they bring to bear on it. By providing structure for interweaving science with its stakeholders, we are better able to leverage resources, increase potential for innovation, and proactively ensure a more fully developed spectrum of beneficial outcomes of research investments. Anderson BE, Naujokas MF, Suk WA. 2015. Interweaving knowledge resources to address complex environmental health challenges. Environ Health Perspect 123:1095-1099; http://dx.doi.org/10.1289/ehp.1409525.

New resources to address antibiotic resistance are just a click away

PubMed Central

Dowd-Schmidtke, C; Tremblay, G; Gale-Rowe, M; Dodds, J; Finley, R

2014-01-01

Antibiotic resistance is a complex issue with multiple causes, and there are many roles to play in addressing it. As part of its response, the Public Health Agency of Canada is launching a pilot antibiotic awareness campaign for Canadian families and health care professionals. Coinciding with Antibiotic Awareness Week, starting on November 17, 2014, the goal of this campaign is to improve knowledge and awareness of antibiotic resistance in Canada. To achieve this, the Agency has developed a suite of resources for both Canadian families and health care providers featuring a variety of key messages explaining antibiotic resistance, why it is important, and how to reduce the risks associated with it. Resources for Canadian families include an online informational video, an educational brochure, and infographics for both adults and children. Resources for health care professionals include two online Continuing Medical Education Modules, a letter that physicians can sign and provide to parents explaining why an antibiotic was not prescribed, and two webinars to present trends in antimicrobial resistance (AMR) and antimicrobial use. Health professionals will also receive an electronic postcard and a bilingual campaign poster. Promoting the campaign messages and using these campaign resources will support health professionals in discussions about antibiotic resistance with their patients or clients, and in their continuing efforts to be part of the solution in addressing this important global health challenge.

New resources to address antibiotic resistance are just a click away.

PubMed

Dowd-Schmidtke, C; Tremblay, G; Gale-Rowe, M; Dodds, J; Finley, R

2014-11-07

Antibiotic resistance is a complex issue with multiple causes, and there are many roles to play in addressing it. As part of its response, the Public Health Agency of Canada is launching a pilot antibiotic awareness campaign for Canadian families and health care professionals. Coinciding with Antibiotic Awareness Week, starting on November 17, 2014, the goal of this campaign is to improve knowledge and awareness of antibiotic resistance in Canada. To achieve this, the Agency has developed a suite of resources for both Canadian families and health care providers featuring a variety of key messages explaining antibiotic resistance, why it is important, and how to reduce the risks associated with it. Resources for Canadian families include an online informational video, an educational brochure, and infographics for both adults and children. Resources for health care professionals include two online Continuing Medical Education Modules, a letter that physicians can sign and provide to parents explaining why an antibiotic was not prescribed, and two webinars to present trends in antimicrobial resistance (AMR) and antimicrobial use. Health professionals will also receive an electronic postcard and a bilingual campaign poster. Promoting the campaign messages and using these campaign resources will support health professionals in discussions about antibiotic resistance with their patients or clients, and in their continuing efforts to be part of the solution in addressing this important global health challenge.

Human Resource Management. Third Edition.

ERIC Educational Resources Information Center

Fisher, Cynthia D.; And Others

This book offers students, practicing managers, and human resource professionals a comprehensive, current, research-based introduction to the human resource management (HRM) function. It is organized in eight sections, logically following the progression of individuals into, through, and out of the organization. Part 1, overview and introduction,…

Achieving competitive advantage through strategic human resource management.

PubMed

Fottler, M D; Phillips, R L; Blair, J D; Duran, C A

1990-01-01

The framework presented here challenges health care executives to manage human resources strategically as an integral part of the strategic planning process. Health care executives should consciously formulate human resource strategies and practices that are linked to and reinforce the broader strategic posture of the organization. This article provides a framework for (1) determining and focusing on desired strategic outcomes, (2) identifying and implementing essential human resource management actions, and (3) maintaining or enhancing competitive advantage. The strategic approach to human resource management includes assessing the organization's environment and mission; formulating the organization's business strategy; assessing the human resources requirements based on the intended strategy; comparing the current inventory of human resources in terms of numbers, characteristics, and human resource management practices with respect to the strategic requirements of the organization and its services or product lines; formulating the human resource strategy based on the differences between the assessed requirements and the current inventory; and implementing the appropriate human resource practices to reinforce the strategy and attain competitive advantage.

African leaders' views on critical human resource issues for the implementation of family medicine in Africa.

PubMed

Moosa, Shabir; Downing, Raymond; Essuman, Akye; Pentz, Stephen; Reid, Stephen; Mash, Robert

2014-01-17

The World Health Organisation has advocated for comprehensive primary care teams, which include family physicians. However, despite (or because of) severe doctor shortages in Africa, there is insufficient clarity on the role of the family physician in the primary health care team. Instead there is a trend towards task shifting without thought for teamwork, which runs the risk of dangerous oversimplification. It is not clear how African leaders understand the challenges of implementing family medicine, especially in human resource terms. This study, therefore, sought to explore the views of academic and government leaders on critical human resource issues for implementation of family medicine in Africa. In this qualitative study, key academic and government leaders were purposively selected from sixteen African countries. In-depth interviews were conducted using an interview guide. All interviews were audio-recorded, transcribed and thematically analysed. There were 27 interviews conducted with 16 government and 11 academic leaders in nine Sub-Saharan African countries: Botswana, Democratic Republic of Congo, Ghana, Kenya, Malawi, Nigeria, Rwanda, South Africa and Uganda. Respondents spoke about: educating doctors in family medicine suited to Africa, including procedural skills and holistic care, to address the difficulty of recruiting and retaining doctors in rural and underserved areas; planning for primary health care teams, including family physicians; new supervisory models in primary health care; and general human resource management issues. Important milestones in African health care fail to specifically address the human resource issues of integrated primary health care teamwork that includes family physicians. Leaders interviewed in this study, however, proposed organising the district health system with a strong embrace of family medicine in Africa, especially with regard to providing clinical leadership in team-based primary health care. Whilst these

Toward A Multilevel Theory of Career Development: Advancing Human Resource Development Theory Building

ERIC Educational Resources Information Center

Upton, Matthew G.; Egan, Toby Marshall

2007-01-01

The established limitations of career development (CD) theory and human resource development (HRD) theory building are addressed by expanding the framing of these issues to multilevel contexts. Multilevel theory building is an approach most effectively aligned with HRD literature and CD and HRD practice realities. An innovative approach multilevel…

The Importance of Human Resource Planning in Industrial Enterprises

NASA Astrophysics Data System (ADS)

Koltnerová, Kristína; Chlpeková, Andrea; Samáková, Jana

2012-12-01

Human resource planning in the business practice should represent generally used and key activity for human resource management because human resource planning helps to make optimum utilisation of the human resources in the enterprise and it helps to avoid wastage of human resources. Human resource planning allows to forecast the future manpower requirements and also to forecast the number and type of employees who will be required by the enterprise in a near future. In the long term period, success of any enterprise depends on whether the right people are in the right places at the right time, which is the nature of human resource planning. The aim of this contribution is to explain the importance of human resource planning and to outline results of questionnaire survey which it was realized in industrial enterprises.

Ocean Drilling Program: TAMRF Administrative Services: Human Resources

Science.gov Websites

/TAMRF Human Resources For updated policies and forms, see the IODP-USIO Human Resources web site. For additional information contact: Kim Johnson Supervisor of Human Resources and Insurance Services Ocean

Human Resource Orientation and Corporate Performance.

ERIC Educational Resources Information Center

Lam, Long W.; White, Louis P.

1998-01-01

A study of 14 manufacturing firms found significantly better financial performance among those that strongly emphasized recruitment, compensation, and training and development (a human resource orientation). Human resource development that helped sustain competence combined with that orientation to form a valuable competitive advantage. (SK)

The Use of Information Technology in Training Human Resources: An E-Learning Case Study

ERIC Educational Resources Information Center

Gasco, Jose L.; Llopis, Juan; Gonzalez, M. Reyes

2004-01-01

This paper addresses the influence of information technology in human resources management (HRM) and specifically on training policy through the experience of a Spanish telecommunications firm, "Telefonica". The characteristics of the training model designed by this firm to face new environments is considered and the technologies used,…

Evidence-based human resource management: a study of nurse leaders' resource allocation.

PubMed

Fagerström, Lisbeth

2009-05-01

The aims were to illustrate how the RAFAELA system can be used to facilitate evidence-based human resource management. The theoretical framework of the RAFAELA system is based on a holistic view of humankind and a view of leadership founded on human resource management. Nine wards from three central hospitals in Finland participated in the study. The data, stemming from 2006-2007, were taken from the critical indicators (ward-related and nursing intensity information) for national benchmarking used in the RAFAELA system. The data were analysed descriptively. The daily nursing resources per classified patient ratio is a more specific method of measurement than the nurse-to-patient ratio. For four wards, the nursing intensity per nurse surpassed the optimal level 34% to 62.2% of days. Resource allocation was clearly improved in that a better balance between patients' care needs and available nursing resources was maintained. The RAFAELA system provides a rational, systematic and objective foundation for evidence-based human resource management. Data from a systematic use of the RAFAELA system offer objective facts and motives for evidence-based decision making in human resource management, and will therefore enhance the nurse leaders' evidence and scientific based way of working.

Organizational Issues and Human Resource Development Research Questions. A Guide for Researchers in Human Resource Development.

ERIC Educational Resources Information Center

Jacobs, Ronald L., Ed.

The nine papers in this monograph, written by members of the University Council for Research in Human Resource Development, respond to the following questions: What is the most important organizational issue of the 1990s, and what human resource development (HRD) research questions might be generated from this issue? The papers are as follows: (1)…

16 CFR 1000.22 - Office of Human Resources Management.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 16 Commercial Practices 2 2010-01-01 2010-01-01 false Office of Human Resources Management. 1000... ORGANIZATION AND FUNCTIONS § 1000.22 Office of Human Resources Management. The Office of Human Resources Management, which is managed by the Director of the Office, provides human resources management support to...

16 CFR 1000.22 - Office of Human Resources Management.

Code of Federal Regulations, 2012 CFR

2012-01-01

... 16 Commercial Practices 2 2012-01-01 2012-01-01 false Office of Human Resources Management. 1000... ORGANIZATION AND FUNCTIONS § 1000.22 Office of Human Resources Management. The Office of Human Resources Management, which is managed by the Director of the Office, provides human resources management support to...

16 CFR 1000.22 - Office of Human Resources Management.

Code of Federal Regulations, 2014 CFR

2014-01-01

... 16 Commercial Practices 2 2014-01-01 2014-01-01 false Office of Human Resources Management. 1000... ORGANIZATION AND FUNCTIONS § 1000.22 Office of Human Resources Management. The Office of Human Resources Management, which is managed by the Director of the Office, provides human resources management support to...

16 CFR 1000.22 - Office of Human Resources Management.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 16 Commercial Practices 2 2011-01-01 2011-01-01 false Office of Human Resources Management. 1000... ORGANIZATION AND FUNCTIONS § 1000.22 Office of Human Resources Management. The Office of Human Resources Management, which is managed by the Director of the Office, provides human resources management support to...

Strategic Imperative of Human Resource Leadership Competencies

ERIC Educational Resources Information Center

Rajini, G.; Gomathi, S.

2010-01-01

Using multiple constituencies approach, variances in competencies in human resource leadership have been studied as this is becoming highly significant in India's globalisation efforts. Previous research in leadership orientation focused on localisation of human resource competencies rather than its globalisation. For this, human resource…

Addressing the human resource for health crisis in Tanzania: the lost in transition syndrome.

PubMed

Sirili, Nathanael; Kiwara, Angwara; Nyongole, Obadia; Frumence, Gasto; Semakafu, Avemaria; Hurtig, Anna-Karin

2014-04-01

Tanzania is experiencing a serious Human Resource for Health (HRH) crisis. Shortages are 87.5% and 67% in private and public hospitals, respectively. Mal-distribution and brain drain compound the shortage. The objective of this study was to improve knowledge on the HRH status in Tanzania by analyzing what happens to the number of medical doctors (MD) and doctor of dental surgery (DDS) degree graduates during the transition period from graduation, internship to appointment. We analyzed secondary data to get the number of MDs and DDS; who graduated from 2001 to 2010, the number registered for internship from 2005 to 2010 and the number allowed for recruitment by government permits from 2006 to 2010. Self administered questionnaires were provided to 91 MDs and DDS who were pursuing postgraduate studies at Muhimbili University of Health and Allied Sciences during this study who went through the graduation-internship-appointment (GIA) period to get the insight of the challenges surrounding the MDs and DDS during the GIA period. From 2001 to 2010 a total of 2,248 medical doctors and 198 dental surgeons graduated from five local training institutions and abroad. From 2005 to 2010 a total of 1691 (97.13%) and 186 (126.53%) of all graduates in MD and DDS, respectively, registered for internship. The 2007/2008 recruitment permit allowed only 37.7% (80/218) and 25.0% (7/27) of the MDs and DDS graduated in 2006, respectively. The 2009/20 10 recruitment permit allowed 265 MDs (85.48%) out of 310 graduates of 2008. In 2010/2011 permission for MDs was 57.58% (190/ 330) of graduates of 2009 and in 2011/2012 permission for MDs was for 61.03% ((249/408) graduates of 2010. From this analysis the recruitment permits in 2007/2008, 2009/2010, 2010/2011 1nd 2011/2012 could not offer permission for employment of 482 (38.10%) of all MDs graduated in the subsequent years. Major challenges associated with the GIA period included place of accommodation, allowance (for internship) or salary

Human Specimen Resources | Resources | CDP

Cancer.gov

The Cancer Diagnosis Program strives to improve the diagnosis and assessment of cancer by effectively moving new scientific knowledge into clinical practice. This national program stimulates, coordinates and funds resources and research for the development of innovative in vitro diagnostics, novel diagnostic technologies and appropriate human specimens in order to better characterize cancers and allow improved medical decision making and evaluation of response to treatment.

Managing Human Resources in a Multinational Context

ERIC Educational Resources Information Center

Sumetzberger, Walter

2005-01-01

Purpose: To develop more sensitivity for different patterns of human resource management in multinational companies. Design/methodology/approach: Systemic approach; the concepts and models are based on the evaluation of consulting projects in the field of human resource management. Findings: A concept of four typical varieties of human resource…

Human Resources Management: Issues for the 1980s.

ERIC Educational Resources Information Center

Devanna, Mary Anne; And Others

This collection of five articles examines the role and influence of human resources management (HRM) in strategic planning in major American companies. The first article, "Human Resources Management: A Strategic Perspective," by Mary Anne Devanna, Charles Fombrun, and Noel Tichy, describes how to conduct a human resource management audit to assess…

Managing Human Resources--Implications for Training Policies.

ERIC Educational Resources Information Center

Tenne, Ruth

1979-01-01

The author discusses some important MHR (management of human resources) issues and stresses the importance of considering human resources problems in relation to the present socioeconomic system and the changing needs of society. (CT)

Human resources for health: A narrative review of adequacy and distribution of clinical and nonclinical human resources in hospitals of Iran.

PubMed

Nobakht, Samin; Shirdel, Arash; Molavi-Taleghani, Yasamin; Doustmohammadi, Mohammad M; Sheikhbardsiri, Hojjat

2018-03-15

Human resource supply is considered as one of the most vital factors in achieving organizational goals, and human resources are the most valuable factor in the production and delivery of services. Labor shortages and surpluses could downgrade the quality of services offered to patients. Considering the seriousness of this issue, this study aimed to investigate the status of human resources in Iran hospitals. The narrative review was conducted according to the Preferred Reporting Items for Systematic Reviews and Meta-analyses guidelines. The key terms "Human Resource," "Human Resource Management," "Staff," "Workforce," "Hospital," "emergency," "staff nursing," "medical," "clinical personnel," "administration," "physician personnel," "non clinical personnel," "hospital personnel," "human development," and "Iran" were used in combination with Boolean operators OR and AND. The Institute for Scientific Information's Web of Science, PubMed, Scopus, ScienceDirect, Ovid, ProQuest, Wiley, Google Scholar, and the Persian database were searched. The research findings revealed that Iran's hospitals have no uniform distribution of human resources. In spite of the concentration of labor forces in some positions (eg, laboratory, radiology, operating room, anesthesia, and midwifery), other positions occupied by physicians and nurses are experiencing serious shortages of human resources, affecting the quality of the provided services. With respect to the study findings, planning to compensate for staff shortages and achieving personnel standard levels as well as providing the grounds for training the heads of wards for proper human resource management and planning would lead to an increase in the efficiency and effectiveness of hospital activities. Copyright © 2018 John Wiley & Sons, Ltd.

Strategic Human Resource Planning in Academia

ERIC Educational Resources Information Center

Ulferts, Gregory; Wirtz, Patrick; Peterson, Evan

2009-01-01

A strategic plan guides a college in successfully meeting its mission. Based on the strategic plan, a college can develop a human resource plan that will allow it to make management decisions in the present to support the future direction of the college. The overall purpose of human resource management is to: (1) ensure the organization has…

Assessing the Value: Work-Based Learning Placements for Post-Graduate Human Resource Development Students?

ERIC Educational Resources Information Center

Morse, Shona M.

2006-01-01

Purpose: The objective of the pilot study reported on here was to identify some of the more elusive "costs and benefits" of work-based learning (WBL) placements. This was addressed by exploring the views and experience of a small number of human resource development (HRD) professionals who currently offer supervised work-based learning placements…

Human Resource Managers Rank Their Pressure Points.

ERIC Educational Resources Information Center

Herring, Jack

1983-01-01

A survey of 700 top-level human resource executives that elicited 309 responses revealed the highest priority ranking of 24 human resource issues to be: productivity improvement, controlling costs of employee benefits, compensation planning and administration, employee communications, upgrading management training development programs,…

Workforce capacity to address obesity: a Western Australian cross-sectional study identifies the gap between health priority and human resources needed.

PubMed

Begley, Andrea; Pollard, Christina Mary

2016-08-25

The disease burden due to poor nutrition, physical inactivity and obesity is high and increasing. An adequately sized and skilled workforce is required to respond to this issue. This study describes the public health nutrition and physical activity (NAPA) practice priorities and explores health managers and practitioner's beliefs regarding workforce capacity to deliver on these priorities. A workforce audit was conducted including a telephone survey of all managers and a postal survey of practitioners working in the area of NAPA promotion in Western Australia in 2004. Managers gave their perspective on workforce priorities, current competencies and future needs, with a 70 % response rate. Practitioners reported on public health workforce priorities, qualifications and needs, with a 56 % response rate. The top practice priorities for managers were diabetes (35 %), alcohol and other drugs (33 %), and cardiovascular disease (27 %). Obesity (19 %), poor nutrition (15 %) and inadequate physical activity (10 %) were of lower priority. For nutrition, managers identified lack of staff (60.4 %), organisational and management factors (39.5 %) and insufficient financial resources (30.2 %) as the major barriers to adequate service delivery. For physical activity services, insufficient financial resources (41.7 %) and staffing (35.4 %) and a lack of specific physical activity service specifications (25.0 %) were the main barriers. Practitioners identified inadequate staffing as the main barrier to service delivery for nutrition (42.3 %) and physical activity (23.3 %). Ideally, managers said they required 152 % more specialist nutritionists in the workforce and 131 % specialists for physical activity services to meet health outcomes in addition to other generalist staff. Human and financial resources and organisational factors were the main barriers to meeting obesity, and public health nutrition and physical activity outcomes. Services were being delivered by

16 CFR § 1000.22 - Office of Human Resources Management.

Code of Federal Regulations, 2013 CFR

2013-01-01

... 16 Commercial Practices 2 2013-01-01 2013-01-01 false Office of Human Resources Management. Â... ORGANIZATION AND FUNCTIONS § 1000.22 Office of Human Resources Management. The Office of Human Resources Management, which is managed by the Director of the Office, provides human resources management support to...

Intelligent systems for human resources.

PubMed

Kline, K B

1988-11-01

An intelligent system contains knowledge about some domain; it has sophisticated decision-making processes and the ability to explain its actions. The most important aspect of an intelligent system is its ability to effectively interact with humans to teach or assist complex information processing. Two intelligent systems are Intelligent Tutoring Systems (ITs) and Expert Systems. The ITSs provide instruction to a student similar to a human tutor. The ITSs capture individual performance and tutor deficiencies. These systems consist of an expert module, which contains the knowledge or material to be taught; the student module, which contains a representation of the knowledge the student knows and does not know about the domain; and the instructional or teaching module, which selects specific knowledge to teach, the instructional strategy, and provides assistance to the student to tutor deficiencies. Expert systems contain an expert's knowledge about some domain and perform specialized tasks or aid a novice in the performance of certain tasks. The most important part of an expert system is the knowledge base. This knowledge base contains all the specialized and technical knowledge an expert possesses. For an expert system to interact effectively with humans, it must have the ability to explain its actions. Use of intelligent systems can have a profound effect on human resources. The ITSs can provide better training by tutoring on an individual basis, and the expert systems can make better use of human resources through job aiding and performing complex tasks. With increasing training requirements and "doing more with less," intelligent systems can have a positive effect on human resources.

The Human Resource Management in Dry-Bulk Shipping

NASA Astrophysics Data System (ADS)

Konstantopoulos, Nikolaos; Alexopoulos, Aristotelis B.

2007-12-01

This article investigates some positions and human resource management practices in dry-bulk shipping. The particularity of the human resource management field, as well as the crews' nationality change that has occurred over the last years, underpin the configuration of the hypothesis of this present research. The results demonstrate that the Greek dry-bulk shipping is going through a transition phase regarding the sector of the ships' human resource management by the captains.

Managing human resources in healthcare: learning from world class practices--Part I.

PubMed

Zairi, M

1998-01-01

This paper, which is presented in two parts, is intended to demonstrate that practices related to the area of human resources management, adopted by model organisations that have dominated their markets consistently, can lend themselves very well to the healthcare sector, which is primarily a "people-oriented" sector. As change in a modern business context is set to continue in an unrelenting way, most organisations will be presented with the challenge of developing the necessary skills and areas of expertise to enable them to cope with the demands on them, master technological opportunities at their disposal, learn how to exploit modern management concepts and optimise value to all the stakeholders they intend to serve. This paper draws from best practices using the experiences of quality recognised organisations and many admired names through pioneering human resource policies and practices and through clear demonstrations on the benefits of relying on people as the major "asset". Part I of this article addresses the importance of human resources as revealed through models of management for organisational excellence. In particular, the paper refers to the criteria for excellence in relation to people management using the following prestigious and integrative management models: Deming Prize (Japan); European Quality Award Model (Europe); and Malcolm Baldrige National Quality Award (USA). In addition, this paper illustrates several case studies using organisations known for their pioneering approaches to people management and which led them to win very prestigious quality awards and various international accolades. The paper concludes by reinforcing the point that human resource management in a healthcare context has to be viewed as an integrated set of processes and practices which need to be adhered to from an integrated perspective in order to optimise individuals' performance levels and so that the human potential can be exploited fully.

National Implications for Urban School Systems: Strategic Planning in the Human Resource Management Department in a Large Urban School District

ERIC Educational Resources Information Center

Johnson, Clarence; Kritsonis, William Allan

2007-01-01

This article addresses several key ongoing issues in a large urban school district. Literature focuses on what make a large urban school district effective in Human Resource Management. The effectiveness is addressed through recruitment and retention practices. A comparison of the school district with current research is the main approach to the…

20 CFR 628.215 - State Human Resource Investment Council.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false State Human Resource Investment Council. 628... PROGRAMS UNDER TITLE II OF THE JOB TRAINING PARTNERSHIP ACT State Planning § 628.215 State Human Resource..., 702, and 703 of the Act, establish a State Human Resource Investment Council (HRIC). The HRIC's...

20 CFR 628.215 - State Human Resource Investment Council.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 20 Employees' Benefits 3 2012-04-01 2012-04-01 false State Human Resource Investment Council. 628... PROGRAMS UNDER TITLE II OF THE JOB TRAINING PARTNERSHIP ACT State Planning § 628.215 State Human Resource..., 702, and 703 of the Act, establish a State Human Resource Investment Council (HRIC). The HRIC's...

20 CFR 628.215 - State Human Resource Investment Council.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 20 Employees' Benefits 3 2011-04-01 2011-04-01 false State Human Resource Investment Council. 628... PROGRAMS UNDER TITLE II OF THE JOB TRAINING PARTNERSHIP ACT State Planning § 628.215 State Human Resource..., 702, and 703 of the Act, establish a State Human Resource Investment Council (HRIC). The HRIC's...

Global-minded Human Resources and Expectations for Universities

NASA Astrophysics Data System (ADS)

Inoue, Hiroshi

Under the globalized economy, Japanese corporations compete with rivals of the western countries and emerging economies. And domestically, they face with deflation, falling birth-rate, an aging society, and shrinking market. So they need to foster and retain global-minded human resources who can play an active role in global business, and who can drive innovation. What Japanese corporations expect for global-minded human resources are ability to meet challenges, ability to think independently free from conventional wisdom, communication skills in foreign languages, interests in foreign cultures and different values, and so on. In order to foster global-minded human resources, Keidanren work with the 13 universities selected under the Japanese Government‧s “Global 30” projects to undertake “Global-minded Human Resources Development Projects” .

Linking Career Development and Human Resource Planning.

ERIC Educational Resources Information Center

Gutteridge, Thomas G.

When organizations integrate their career development and human resources planning activities into a comprehensive whole, it is the exception rather than the rule. One reason for the frequent dichotomy between career development and human resource planning is the failure to recognize that they are complements rather than synonyms or substitutes.…

CDC's Health Equity Resource Toolkit: disseminating guidance for state practitioners to address obesity disparities.

PubMed

Payne, Gayle Holmes; James, Stephen D; Hawley, Lisa; Corrigan, Bethany; Kramer, Rachel E; Overton, Samantha N; Farris, Rosanne P; Wasilewski, Yvonne

2015-01-01

Obesity has been on the rise in the United States over the past three decades, and is high. In addition to population-wide trends, it is clear that obesity affects some groups more than others and can be associated with age, income, education, gender, race and ethnicity, and geographic region. To reverse the obesity epidemic, the Centers for Disease Control and Prevention) promotes evidence-based and practice-informed strategies to address nutrition and physical activity environments and behaviors. These public health strategies require translation into actionable approaches that can be implemented by state and local entities to address disparities. The Centers for Disease Control and Prevention used findings from an expert panel meeting to guide the development and dissemination of the Health Equity Resource Toolkit for State Practitioners Addressing Obesity Disparities (available at http://www.cdc.gov/obesity/health_equity/toolkit.html). The Toolkit helps public health practitioners take a systematic approach to program planning using a health equity lens. The Toolkit provides a six-step process for planning, implementing, and evaluating strategies to address obesity disparities. Each section contains (a) a basic description of the steps of the process and suggested evidence-informed actions to help address obesity disparities, (b) practical tools for carrying out activities to help reduce obesity disparities, and (c) a "real-world" case study of a successful state-level effort to address obesity with a focus on health equity that is particularly relevant to the content in that section. Hyperlinks to additional resources are included throughout. © 2014 Society for Public Health Education.

Comprehensive health workforce planning: re-consideration of the primary health care approach as a tool for addressing the human resource for health crisis in low and middle income countries.

PubMed

Munga, Michael A; Mwangu, Mughwira A

2013-04-01

Although the Human Resources for Health (HRH) crisis is apparently not new in the public health agenda of many countries, not many low and middle income countries are using Primary Health Care (PHC) as a tool for planning and addressing the crisis in a comprehensive manner. The aim of this paper is to appraise the inadequacies of the existing planning approaches in addressing the growing HRH crisis in resource limited settings. A descriptive literature review of selected case studies in middle and low income countries reinforced with the evidence from Tanzania was used. Consultations with experts in the field were also made. In this review, we propose a conceptual framework that describes planning may only be effective if it is structured to embrace the fundamental principles of PHC. We place the core principles of PHC at the centre of HRH planning as we acknowledge its major perspective that the effectiveness of any public health policy depends on the degree to which it envisages to address public health problems multi-dimensionally and comprehensively. The proponents of PHC approach in planning have identified inter-sectoral action and collaboration and comprehensive approach as the two basic principles that policies and plans should accentuate in order to make them effective in realizing their pre-determined goals. Two conclusions are made: Firstly, comprehensive health workforce planning is not widely known and thus not frequently used in HRH planning or analysis of health workforce issues; Secondly, comprehensiveness in HRH planning is important but not sufficient in ensuring that all the ingredients of HRH crisis are eliminated. In order to be effective and sustainable, the approach need to evoke three basic values namely effectiveness, efficiency and equity.

Economics and Human Resource Development: A Rejoinder

ERIC Educational Resources Information Center

Wang, Greg G.; Swanson, Richard A.

2008-01-01

This article focuses on the areas agreement between two recent and seemingly disparate Human Resource Development Review articles by Wang and Swanson (2008) and McLean, Lynham, Azevedo, Lawrence, and Nafukho (2008). The foundational roles of economics in human resource development theory and practice are highlighted as well as the need for…

10 CFR 1.39 - Office of Human Resources.

Code of Federal Regulations, 2012 CFR

2012-01-01

... 10 Energy 1 2012-01-01 2012-01-01 false Office of Human Resources. 1.39 Section 1.39 Energy NUCLEAR REGULATORY COMMISSION STATEMENT OF ORGANIZATION AND GENERAL INFORMATION Headquarters Staff Offices § 1.39 Office of Human Resources. The Office of Human Resources— (a) Plans and implements NRC policies...

10 CFR 1.39 - Office of Human Resources.

Code of Federal Regulations, 2013 CFR

2013-01-01

... 10 Energy 1 2013-01-01 2013-01-01 false Office of Human Resources. 1.39 Section 1.39 Energy NUCLEAR REGULATORY COMMISSION STATEMENT OF ORGANIZATION AND GENERAL INFORMATION Headquarters Staff Offices § 1.39 Office of Human Resources. The Office of Human Resources— (a) Plans and implements NRC policies...

Toward Strategic Human Resource Management in the Central Office

ERIC Educational Resources Information Center

Mosley Linhardt, Heather LeAnn

2011-01-01

The purpose of this study was to identify and explore how human resources are managed, what human resource management can look like, and what organizational issues, tensions, and ambiguities are likely to surface as a district central office moves toward being more strategic with their human resources. The research design was an exploratory case…

Current Priorities for Public Health Practice in Addressing the Role of Human Genomics in Improving Population Health

PubMed Central

Khoury, Muin J.; Bowen, Michael S.; Burke, Wylie; Coates, Ralph J.; Dowling, Nicole F.; Evans, James P.; Reyes, Michele; St. Pierre, Jeannette

2017-01-01

In spite of accelerating human genome discoveries in a wide variety of diseases of public health significance, the promise of personalized health care and disease prevention based on genomics has lagged behind. In a time of limited resources, public health agencies must continue to focus on implementing programs that can improve health and prevent disease now. Nevertheless, public health has an important and assertive leadership role in addressing the promise and pitfalls of human genomics for population health. Such efforts are needed not only to implement what is known in genomics to improve health but also to reduce potential harm and create the infrastructure needed to derive health benefits in the future. PMID:21406285

Public health human resources: a comparative analysis of policy documents in two Canadian provinces

PubMed Central

2014-01-01

addressed and later documents providing evidence of beginning policy development and implementation. While many similarities exist between the provinces, the context distinctive to each province has influenced and shaped how they have focused their public health human resources policies. PMID:24564931

Public health human resources: a comparative analysis of policy documents in two Canadian provinces.

PubMed

Regan, Sandra; MacDonald, Marjorie; Allan, Diane E; Martin, Cheryl; Peroff-Johnston, Nancy

2014-02-24

Amidst concerns regarding the capacity of the public health system to respond rapidly and appropriately to threats such as pandemics and terrorism, along with changing population health needs, governments have focused on strengthening public health systems. A key factor in a robust public health system is its workforce. As part of a nationally funded study of public health renewal in Canada, a policy analysis was conducted to compare public health human resources-relevant documents in two Canadian provinces, British Columbia (BC) and Ontario (ON), as they each implement public health renewal activities. A content analysis of policy and planning documents from government and public health-related organizations was conducted by a research team comprised of academics and government decision-makers. Documents published between 2003 and 2011 were accessed (BC = 27; ON = 20); documents were either publicly available or internal to government and excerpted with permission. Documentary texts were deductively coded using a coding template developed by the researchers based on key health human resources concepts derived from two national policy documents. Documents in both provinces highlighted the importance of public health human resources planning and policies; this was particularly evident in early post-SARS documents. Key thematic areas of public health human resources identified were: education, training, and competencies; capacity; supply; intersectoral collaboration; leadership; public health planning context; and priority populations. Policy documents in both provinces discussed the importance of an educated, competent public health workforce with the appropriate skills and competencies for the effective and efficient delivery of public health services. This policy analysis identified progressive work on public health human resources policy and planning with early documents providing an inventory of issues to be addressed and later documents providing

Health Effects of Energy Resources

USGS Publications Warehouse

Orem, William; Tatu, Calin; Pavlovic, Nikola; Bunnell, Joseph; Kolker, Allan; Engle, Mark; Stout, Ben

2010-01-01

Energy resources (coal, oil, and natural gas) are among the cornerstones of modern industrial society. The exploitation of these resources, however, is not without costs. Energy materials may contain harmful chemical substances that, if mobilized into air, water, or soil, can adversely impact human health and environmental quality. In order to address the issue of human exposure to toxic substances derived from energy resources, the U.S. Geological Survey (USGS) Energy Resources Program developed a project entitled 'Impacts of Energy Resources on Human Health and Environmental Quality.' The project is intended to provide policymakers and the public with the scientific information needed to weigh the human health and environmental consequences of meeting our energy needs. This fact sheet discusses several areas where the USGS Energy Resources Program is making scientific advances in this endeavor.

Human Resource Planning: Challenges for Industrial/Organizational Psychologists.

ERIC Educational Resources Information Center

Jackson, Susan E.; Schuler, Randall S.

1990-01-01

Describes activities that industrial/organizational psychologists engage in as they seek to improve the competitiveness of organizations through effective human resource planning. Presents a model for describing human resource short-term, intermediate-term, and long-term planning. (JS)

Building a Human Resource System. Marketing Community Education.

ERIC Educational Resources Information Center

Gallagher, Karen S.

1990-01-01

The coordination of human resources is a fundamental part of the community education process. It may also be the community educator's most effective marketing strategy. Four models for human resource programs are informational, participatory, advisory, and educational. (JOW)

Interventions and Interactions: Understanding Coupled Human-Water Dynamics for Improved Water Resources Management in the Himalayas

NASA Astrophysics Data System (ADS)

Crootof, A.

2017-12-01

Understanding coupled human-water dynamics offers valuable insights to address fundamental water resources challenges posed by environmental change. With hydropower reshaping human-water interactions in mountain river basins, there is a need for a socio-hydrology framework—which examines two-way feedback loops between human and water systems—to more effectively manage water resources. This paper explores the cross-scalar interactions and feedback loops between human and water systems in river basins affected by run-of-the-river hydropower and highlights the utility of a socio-hydrology perspectives to enhance water management in the face of environmental change. In the Himalayas, the rapid expansion of run-of-the-river hydropower—which diverts streamflow for energy generation—is reconfiguring the availability, location, and timing of water resources. This technological intervention in the river basin not only alters hydrologic dyanmics but also shapes social outcomes. Using hydropower development in the highlands of Uttarakhand, India as a case study, I first illustrate how run-of-the-river projects transform human-water dynamics by reshaping the social and physical landscape of a river basin. Second, I emphasize how examining cross-scalar feedbacks among structural dynamics, social outcomes, and values and norms in this coupled human-water system can inform water management. Third, I present hydrological and social literature, raised separately, to indicate collaborative research needs and knowledge gaps for coupled human-water systems affected by run-of-the-river hydropower. The results underscore the need to understand coupled human-water dynamics to improve water resources management in the face of environmental change.

Marketing Human Resource Development.

ERIC Educational Resources Information Center

Frank, Eric, Ed.

1994-01-01

Describes three human resource development activities: training, education, and development. Explains marketing from the practitioners's viewpoint in terms of customer orientation; external and internal marketing; and market analysis, research, strategy, and mix. Shows how to design, develop, and implement strategic marketing plans and identify…

Human Conflict: A Resource Kit.

ERIC Educational Resources Information Center

J.B. Speed Art Museum, Louisville, KY.

Conflict, in one form or another, eventually makes its way into the daily life of every human being. It is not just a modern problem but has existed as long as humanity itself. This classroom resource kit is designed to be used by educators wishing to teach skills of conflict avoidance, management, and resolution in their classrooms. The kit…

7 CFR 2.92 - Director, Office of Human Resources Management.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 7 Agriculture 1 2010-01-01 2010-01-01 false Director, Office of Human Resources Management. 2.92... Secretary for Administration § 2.92 Director, Office of Human Resources Management. (a) Delegations... Human Resources Management: (1) Formulate and issue Department policy, standards, rules and regulations...

Human resource development for a community-based health extension program: a case study from Ethiopia.

PubMed

Teklehaimanot, Hailay D; Teklehaimanot, Awash

2013-08-20

Ethiopia is one of the sub-Saharan countries most affected by high disease burden, aggravated by a shortage and imbalance of human resources, geographical distance, and socioeconomic factors. In 2004, the government introduced the Health Extension Program (HEP), a primary care delivery strategy, to address the challenges and achieve the World Health Organization Millennium Development Goals (MDGs) within a context of limited resources. The health system was reformed to create a platform for integration and institutionalization of the HEP with appropriate human capacity, infrastructure, and management structures. Human resources were developed through training of female health workers recruited from their prospective villages, designed to limit the high staff turnover and address gender, social and cultural factors in order to provide services acceptable to each community. The service delivery modalities include household, community and health facility care. Thus, the most basic health post infrastructure, designed to rapidly and cost-effectively scale up HEP, was built in each village. In line with the country's decentralized management system, the HEP service delivery is under the jurisdiction of the district authorities. The nationwide implementation of HEP progressed in line with its target goals. In all, 40 training institutions were established, and over 30,000 Health Extension Workers have been trained and deployed to approximately 15,000 villages. The potential health service coverage reached 92.1% in 2011, up from 64% in 2004. While most health indicators have improved, performance in skilled delivery and postnatal care has not been satisfactory. While HEP is considered the most important institutional framework for achieving the health MDGs in Ethiopia, quality of service, utilization rate, access and referral linkage to emergency obstetric care, management, and evaluation of the program are the key challenges that need immediate attention. This article

7 CFR 2.91 - Director, Office of Human Resources Management.

Code of Federal Regulations, 2013 CFR

2013-01-01

... decisions in any human resources matter so redelegated. (22) Related to Ethics. Provide administrative... 7 Agriculture 1 2013-01-01 2013-01-01 false Director, Office of Human Resources Management. 2.91... Secretary for Administration § 2.91 Director, Office of Human Resources Management. (a) Delegations...

7 CFR 2.91 - Director, Office of Human Resources Management.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 7 Agriculture 1 2011-01-01 2011-01-01 false Director, Office of Human Resources Management. 2.91... Secretary for Administration § 2.91 Director, Office of Human Resources Management. (a) Delegations... Assistant Secretary for Administration to the Director, Office of Human Resources Management: (1) Formulate...

7 CFR 2.91 - Director, Office of Human Resources Management.

Code of Federal Regulations, 2014 CFR

2014-01-01

... 7 Agriculture 1 2014-01-01 2014-01-01 false Director, Office of Human Resources Management. 2.91... Secretary for Administration § 2.91 Director, Office of Human Resources Management. (a) Delegations... Assistant Secretary for Administration to the Director, Office of Human Resources Management: (1) Formulate...

7 CFR 2.91 - Director, Office of Human Resources Management.

Code of Federal Regulations, 2012 CFR

2012-01-01

... 7 Agriculture 1 2012-01-01 2012-01-01 false Director, Office of Human Resources Management. 2.91... Secretary for Administration § 2.91 Director, Office of Human Resources Management. (a) Delegations... Assistant Secretary for Administration to the Director, Office of Human Resources Management: (1) Formulate...

Solar System Exploration Augmented by In-Situ Resource Utilization: Human Planetary Base Issues for Mercury and Saturn

NASA Technical Reports Server (NTRS)

Palaszewski, Bryan A.

2017-01-01

Establishing a lunar presence and creating an industrial capability on the Moon may lead to important new discoveries for all of human kind. Historical studies of lunar exploration, in-situ resource utilization (ISRU) and industrialization all point to the vast resources on the Moon and its links to future human and robotic exploration. In references 1 through 9, a broad range of technological innovations are described and analyzed. Figures 1 depicts program planning for future human missions throughout the solar system which included lunar launched nuclear rockets, and future human settlements on the Moon. Figures 2 and 3 present the results for human Mercury missions, including LEO departure masses and round trip Mercury lander masses. Using in-situ resources, the missions become less burdensome to the LEO launch infrastructure. In one example using Mercury derived hydrogen, the LEO mass of the human Mercury missions can be reduced from 2,800 MT to 1,140 MT (Ref. 15). Additional analyses of staging options for human Mercury missions will be presented. Figures 4 shows an option for thermal control for long term in-space cryogenic storage and Figure 5 depicts the potentially deleterious elements emanating from Mercury that must be addressed, respectively. Updated analyses based on the visions presented will be presented. While advanced propulsion systems were proposed in these historical studies, further investigation of nuclear options using high power nuclear thermal and nuclear electric propulsion as well as advanced chemical propulsion can significantly enhance these scenarios. Human bases at Mercury may have to be resupplied from resources from regolith and water resources in permanently shadowed craters at its northern pole.

CDC’s Health Equity Resource Toolkit: Disseminating Guidance for State Practitioners to Address Obesity Disparities

PubMed Central

Payne, Gayle Holmes; James, Stephen D.; Hawley, Lisa; Corrigan, Bethany; Kramer, Rachel E.; Overton, Samantha N.; Farris, Rosanne P.; Wasilewski, Yvonne

2015-01-01

Obesity has been on the rise in the United States over the past three decades, and is high. In addition to population-wide trends, it is clear that obesity affects some groups more than others and can be associated with age, income, education, gender, race and ethnicity, and geographic region. To reverse the obesity epidemic, the Centers for Disease Control and Prevention) promotes evidence-based and practice-informed strategies to address nutrition and physical activity environments and behaviors. These public health strategies require translation into actionable approaches that can be implemented by state and local entities to address disparities. The Centers for Disease Control and Prevention used findings from an expert panel meeting to guide the development and dissemination of the Health Equity Resource Toolkit for State Practitioners Addressing Obesity Disparities (available at http://www.cdc.gov/obesity/health_equity/toolkit.html). The Toolkit helps public health practitioners take a systematic approach to program planning using a health equity lens. The Toolkit provides a six-step process for planning, implementing, and evaluating strategies to address obesity disparities. Each section contains (a) a basic description of the steps of the process and suggested evidence-informed actions to help address obesity disparities, (b) practical tools for carrying out activities to help reduce obesity disparities, and (c) a “real-world” case study of a successful state-level effort to address obesity with a focus on health equity that is particularly relevant to the content in that section. Hyperlinks to additional resources are included throughout. PMID:24962967

Animal Dissection. [Fact Sheet and Resource List Information Packet from the Humane Society of the United States].

ERIC Educational Resources Information Center

Balcombe, Jonathan

Killing animals for classroom dissection causes animal suffering, cheapens the value of life, and depletes wild animal populations, yet it remains commonplace. The Humane Society of the United States (HSUS) addresses the issue in this information packet which includes a fact sheet and three resource lists "on Dissection." The fact sheet discusses…

The Changing Human Resources Function. Report Number 950.

ERIC Educational Resources Information Center

Freedman, Audrey

The role of the top human resources executive in major corporations has changed during the past decade into a directly involved business advisor, strategist, and implementer of business objectives. Intense competition has overridden previous human resources concerns and forced priorities toward internal, business-driven issues. Since cost-cutting…

Developing a strategic human resources plan for the Urban Angel.

PubMed

Owen, Susan M

2011-01-01

In healthcare a significant portion of the budget is related to human resources. However, many healthcare organizations have yet to develop and implement a focused organizational strategy that ensures all human resources are managed in a way that best supports the successful achievement of corporate strategies. St. Michael's Hospital, in Toronto, Ontario, recognized the benefits of a strategic human resources management plan. During an eight-month planning process, St. Michael's Hospital undertook the planning for and development of a strategic human resources management plan. Key learnings are outlined in this paper.

Practical guidelines addressing ethical issues pertaining to the curation of human locus-specific variation databases (LSDBs)

PubMed Central

Povey, Sue; Al Aqeel, Aida I; Cambon-Thomsen, Anne; Dalgleish, Raymond; den Dunnen, Johan T; Firth, Helen V; Greenblatt, Marc S; Barash, Carol Isaacson; Parker, Michael; Patrinos, George P; Savige, Judith; Sobrido, Maria-Jesus; Winship, Ingrid; Cotton, Richard GH

2010-01-01

More than 1,000 Web-based locus-specific variation databases (LSDBs) are listed on the Website of the Human Genetic Variation Society (HGVS). These individual efforts, which often relate phenotype to genotype, are a valuable source of information for clinicians, patients, and their families, as well as for basic research. The initiators of the Human Variome Project recently recognized that having access to some of the immense resources of unpublished information already present in diagnostic laboratories would provide critical data to help manage genetic disorders. However, there are significant ethical issues involved in sharing these data worldwide. An international working group presents second-generation guidelines addressing ethical issues relating to the curation of human LSDBs that provide information via a Web-based interface. It is intended that these should help current and future curators and may also inform the future decisions of ethics committees and legislators. These guidelines have been reviewed by the Ethics Committee of the Human Genome Organization (HUGO). Hum Mutat 31:–6, 2010. © 2010 Wiley-Liss, Inc. PMID:20683926

Content Guidelines for an Undergraduate Human Resources Curriculum: Recommendations from Human Resources Professionals

ERIC Educational Resources Information Center

Sincoff, Michael Z.; Owen, Crystal L.

2004-01-01

In this study, the authors surveyed 445 human resources (HR) professionals to determine their views regarding the HR curriculum content that will lead to graduates' success in entry-level (first-job) HR positions. Ninety-eight questionnaires (22%) were returned. Respondents identified five topics--equal employment opportunity/affirmative action…

Developing Human Resources through Actualizing Human Potential

ERIC Educational Resources Information Center

Clarken, Rodney H.

2012-01-01

The key to human resource development is in actualizing individual and collective thinking, feeling and choosing potentials related to our minds, hearts and wills respectively. These capacities and faculties must be balanced and regulated according to the standards of truth, love and justice for individual, community and institutional development,…

Human Resources & Demographics: Characteristics of People and Policy.

ERIC Educational Resources Information Center

Joint Economic Committee, Washington, DC.

The Human Resources and Demographics staff study for the Joint Economic Committee's Special Study on Economic Change presents demographic data to support the position that it will take a strong economy to enable the United States to utilize its human resources. Data are presented, in narrative format, on fertility, population, characteristics of…

A Resource Curriculum in Public Address.

ERIC Educational Resources Information Center

Bergman, Richard F.

Developed as part of a series of teacher resource curriculum units in communication arts, this resource unit on public speaking includes several components organized for direct teacher use. The seven units that are offered include introduction to public communication, delivery, language, organization, speaking to share information, speaking to…

Human Resources Management for Effective Schools. Third Edition.

ERIC Educational Resources Information Center

Seyfarth, John T.

This book is about managing people in schools. Its objective is to make prospective and practicing school administrators aware of the wide range of activities covered by the term "human resources management" and to present the best of current practice in personnel work. Chapter titles reflect the book's content: (1) "Human Resources Management and…

Webquest and Comics in the Formation of Human Resources in Nursing.

PubMed

Maruxo, Harriet Bárbara; Prado, Cláudia; Almeida, Denise Maria de; Tobase, Lucia; Grossi, Manoela Gomes; Vaz, Débora Rodrigues

2015-12-01

Objective To describe the process of constructing and implementation of Webquest as pedagogical strategy as guiding the study about the pedagogical concepts using Comic. Method The first stage of the study was outlined applied research of technological production. The second stage was characterized as research exploratory, descriptive documentary for the analysis of Comic. in the teaching diploma in Nursing of EEUSP in 2013. Results The proposed Webquest was implemented, resulting in 18 Comic. All Pedagogical Concepts studied were addressed; used the software indicated and the power point, the plots developed in different scenarios and most Comic contemplated mandatory items. Conclusion The use of different technological resources provide learning, by mobilizing multiple potentialities, abilities and interests of students, favoring the construction of collective and collaborative learning, strengthening important and necessary features in training that will influence the human resource profile in tune with the aspirations of the labor market.

The Relevancy of Graduate Curriculum to Human Resource Professionals' Electronic Communication.

ERIC Educational Resources Information Center

Hoell, Robert C.; Henry, Gordon O.

2003-01-01

Electronic communications of human resource professionals and the content of 23 university human resource management courses were categorized using the Human Resource Certification Institute's body of knowledge. Differences between proportion of topics discussed and topics covered in curricula suggest some topics are over- or undertaught.…

State Policies on Human Capital Resource Management: Illinois. Human Capital Resource Management Technical Brief

ERIC Educational Resources Information Center

Meyers, Coby; Bhatt, Monica; Wraight, Sara; Behrstock, Ellen; Cushing, Ellen

2010-01-01

Training, recruiting, developing, and supporting talented and effective educators throughout their careers is known as human capital resource management (HCRM) in education. HCRM has been identified in recent literature as one of the ways in which districts and states may increase school effectiveness and improve student learning (Heneman &…

State Policies on Human Capital Resource Management: Michigan. Human Capital Resource Management Technical Brief

ERIC Educational Resources Information Center

Meyer, Cassandra; Bhatt, Monica; Wraight, Sara; Behrstock, Ellen; Cushing, Ellen

2010-01-01

Training, recruiting, developing, and supporting talented and effective educators throughout their careers is known as human capital resource management (HCRM) in education. HCRM has been identified in recent literature as one of the ways in which districts and states may increase school effectiveness and improve student learning (Heneman &…

State Policies on Human Capital Resource Management: Wisconsin. Human Capital Resource Management Technical Brief

ERIC Educational Resources Information Center

Cushing, Ellen; Bhatt, Monica; Wraight, Sara; Behrstock, Ellen; Meyer, Cassandra

2010-01-01

Training, recruiting, developing, and supporting talented and effective educators throughout their careers is known as human capital resource management (HCRM) in education. HCRM has been identified in recent literature as one of the ways in which districts and states may increase school effectiveness and improve student learning (Heneman &…

State Policies on Human Capital Resource Management: Minnesota. Human Capital Resource Management Technical Brief

ERIC Educational Resources Information Center

Bhatt, Monica; Behrstock, Ellen; Cushing, Ellen; Wraight, Sara

2010-01-01

Training, recruiting, developing, and supporting talented and effective educators throughout their careers is known as human capital resource management (HCRM) in education. HCRM has been identified in recent literature as one of the ways in which districts and states may increase school effectiveness and improve student learning (Heneman &…

State Policies on Human Capital Resource Management: Iowa. Human Capital Resource Management Technical Brief

ERIC Educational Resources Information Center

Behrstock, Ellen; Bhatt, Monica; Cushing, Ellen; Wraight, Sara

2010-01-01

Training, recruiting, developing, and supporting talented and effective educators throughout their careers is known as human capital resource management (HCRM) in education. HCRM has been identified in recent literature as one of the ways in which districts and states may increase school effectiveness and improve student learning (Heneman &…

State Policies on Human Capital Resource Management: Indiana. Human Capital Resource Management Technical Brief

ERIC Educational Resources Information Center

Meyer, Cassandra; Bhatt, Monica; Wraight, Sara; Behrstock, Ellen; Cushing, Ellen

2010-01-01

Training, recruiting, developing, and supporting talented and effective educators throughout their careers is known as human capital resource management (HCRM) in education. HCRM has been identified in recent literature as one of the ways in which districts and states may increase school effectiveness and improve student learning (Heneman &…

State Policies on Human Capital Resource Management: Ohio. Human Capital Resource Management Technical Brief

ERIC Educational Resources Information Center

Bhatt, Monica; Wraight, Sara; Behrstock, Ellen; Cushing, Ellen

2010-01-01

Training, recruiting, developing, and supporting talented and effective educators throughout their careers is known as human capital resource management (HCRM) in education. HCRM has been identified in recent literature as one of the ways in which districts and states may increase school effectiveness and improve student learning (Heneman &…

Big Hat, No Cattle: Managing Human Resources, Part 2.

ERIC Educational Resources Information Center

Skinner, Wickham

1982-01-01

The author discusses why business has difficulty in motivating its employees and proposes a new approach to developing human resources. Discusses mistaken premises, personnel and supervision, setting a long-term goal, changing management's philosophy, and selling human resource development as a company priority. (CT)

Human Resource Management in Public Higher Education in the Tempus Partner Countries. A Tempus Study. Issue 10

ERIC Educational Resources Information Center

Dubosc, Flora; Kelo, Maria

2011-01-01

The aim of this study is to give an overview of the ways in which human resources are managed in public higher education institutions in the Tempus Partner Countries. It is based on a survey addressed to individuals involved in Tempus projects and on information gathered at the level of the national authorities. In all the countries covered by the…

Multi-Criteria Decision-Making Methods and Their Applications for Human Resources

NASA Astrophysics Data System (ADS)

D'Urso, M. G.; Masi, D.

2015-05-01

Both within the formation field and the labor market Multi-Criteria Decision Methods (MCDM) provide a significant support to the management of human resources in which the best choice among several alternatives can be very complex. This contribution addresses fuzzy logic in multi-criteria decision techniques since they have several applications in the management of human resources with the advantage of ruling out mistakes due to the subjectivity of the person in charge of making a choice. Evaluating educational achievements as well as the professional profile of a technician more suitable for a job in a firm, industry or a professional office are valuable examples of fuzzy logic. For all of the previous issues subjectivity is a fundamental aspect so that fuzzy logic, due to the very meaning of the word fuzzy, should be the preferred choice. However, this is not sufficient to justify its use; fuzzy technique has to make the system of evaluation and choice more effective and objective. The methodological structure of the multi-criteria fuzzy criterion is hierarchic and allows one to select the best alternatives in all those cases in which several alternatives are possible; thus, the optimal choice can be achieved by analyzing the different scopes of each criterion and sub-criterion as well as the relevant weights.

Mind Mapping on Development of Human Resource of Education

ERIC Educational Resources Information Center

Fauzi, Anis

2016-01-01

Human resources in the field of education consists of students, teachers, administrative staff, university students, lecturers, structural employees, educational bureaucrats, stakeholders, parents, the society around the school, and the society around the campus. The existence of human resources need to be cultivated and developed towards the…

Library and Information Resources and Users of Digital Resources in the Humanities

ERIC Educational Resources Information Center

Warwick, Claire; Terras, Melissa; Galina, Isabel; Huntington, Paul; Pappa, Nikoleta

2008-01-01

Purpose: The purpose of this article is to discuss the results of the Log Analysis of Internet Resources in the Arts and Humanities (LAIRAH) study. It aims to concentrate upon the use and importance of information resources, physical research centres and digital finding aids in scholarly research. Design/methodology/approach: Results are presented…

The organisational and human resource challenges facing primary care trusts: protocol of a multiple case study

PubMed Central

2001-01-01

Background The study is designed to assess the organisational and human resource challenges faced by Primary Care Trusts (PCTs). Its objectives are to: specify the organisational and human resources challenges faced by PCTs in fulfilling the roles envisaged in government and local policy; examine how PCTs are addressing these challenges, in particular, to describe the organisational forms they have adopted, and the OD/HR strategies and initiatives they have planned or in place; assess how effective these structures, strategies and initiatives have been in enabling the PCTs to meet the organisational and human resources challenges they face; identify the factors, both internal to the PCT and in the wider health community, which have contributed to the success or failure of different structures, strategies and initiatives. Methods The study will be undertaken in three stages. In Stage 1 the key literature on public sector and NHS organisational development and human resources management will be reviewed, and discussions will be held with key researchers and policy makers working in this area. Stage 2 will focus on detailed case studies in six PCTs designed to examine the organisational and human resources challenges they face. Data will be collected using semi-structured interviews, group discussion, site visits, observation of key meetings and examination of local documentation. The findings from the case study PCTs will be cross checked with a Reference Group of up to 20 other PCG/Ts, and key officers working in organisational development or primary care at local, regional and national level. In Stage 3 analysis of findings from the preparatory work, the case studies and the feedback from the Reference Group will be used to identify practical lessons for PCTs, key messages for policy makers, and contributions to further theoretical development. PMID:11737883

Evaluation in Human Resource Development.

ERIC Educational Resources Information Center

1999

These four papers are from a symposium on evaluation in human resource development (HRD). "Assessing Organizational Readiness for Learning through Evaluative Inquiry" (Hallie Preskill, Rosalie T. Torres) reviews how evaluative inquiry can facilitate organizational learning; argues HRD evaluation should be reconceptualized as a process…

[Human resources for health in Ecuador's new model of care].

PubMed

Espinosa, Verónica; de la Torre, Daniel; Acuña, Cecilia; Cadena, Cristina

2017-06-08

Describe strategies implemented by Ecuador's Ministry of Public Health (MPH) to strengthen human resources for health leadership and respond to the new model of care, as a part of the reform process in the period 2012-2015. A documentary review was carried out of primary and secondary sources on development of human resources for health before and after the reform. In the study period, Ecuador developed a new institutional and regulatory framework for developing human resources for health to respond to the requirements of a model of care based on primary health care. The MPH consolidated its steering role by forging strategic partnerships, implementing human resources planning methods, and making an unprecedented investment in health worker training, hiring, and wage increases. These elements constitute the initial core for development of human resources for health policy and a health-services study program consistent with the reform's objectives. Within the framework of the reform carried out from 2012 to 2015, intersectoral work by the MPH has led to considerable achievements in development of human resources for health. Notable achievements include strengthening of the steering role, development and implementation of standards and regulatory instruments, creation of new professional profiles, and hiring of professionals to implement the comprehensive health care model, which helped to solve problems carried over from the years prior to the reform.

Promoting E-Learning for Human Resource Development in Korea.

ERIC Educational Resources Information Center

Lee, Soo-Kyoung

In Korea, e-learning is becoming increasingly prevalent and spreading into various aspects of human resources development. Korea's Ministry of Education and Human Resources Development (MOEHRD) and Ministry of Labor (MOL) have been especially active in establishing the legal basis and institutional framework to make e-learning a reality.…

Human Resource Management Issues. Symposium 22. [AHRD Conference, 2001].

ERIC Educational Resources Information Center

2001

This symposium on human resource management issues consists of three presentations. "Work and Family Conflict: A Review of the Theory and Literature" (Susan R. Madsen) explores the literature related to work and family conflict and its possible implications to human resource development (HRD) theory and practice. It presents four existing…

Global Preparedness and Human Resources: College and Corporate Perspectives.

ERIC Educational Resources Information Center

Bikson, T. K.; Law, S. A.

A research study explored the human resource implications of the emerging economic globalism, including the following questions: How is globalism understood by corporations and colleges in the United States? What are the perceived human resource implications of globalism? and What are corporations and colleges doing today to meet these human…

Educational Planning and Human Resources Development with Reference to Arab Countries.

ERIC Educational Resources Information Center

Galaleldin, Mohamed Al Awad

Human resources development sees human beings as the means to socioeconomic development. This differs from human development which sees human beings as the immediate and ultimate goals and ends of socio-economic development. Arab states have tended to utilize the human resources development approach as part of their forecasting of manpower…

Mergers: enhancing human resources management.

PubMed

Dolan, R; Weil, T P

1998-01-01

The health care industry is experiencing merger mania, but the majority of its current leadership underestimates the importance that significant differences in corporate culture and employee morale play among physicians and others in implementing such organizational objectives as enhancing access, reducing cost, and improving quality of care. The key human resources management issues are discussed that are too often overlooked and frequently sidetracked in the formation of powerful health networks now so prevalent in almost every metropolitan region. The authors conclude that in America's intensely competitive managed care environment, there are a number of critical human resources management ingredients that deal makers need to achieve from these mergers in order to ensure their perceived objectives: (1) paying far greater attention to variations in corporate culture and employee morale; (2) reducing total salary and fringe benefit costs; and, (3) concurrently recruiting and maintaining a qualified and stable workforce that focuses more decisively on clinical-fiscal concerns so as to improve quality of patient care at a lower cost.

Outsourcing HR Services: The Role of Human Resource Intermediaries

ERIC Educational Resources Information Center

Kock, Henrik; Wallo, Andreas; Nilsson, Barbro; Hoglund, Cecilia

2012-01-01

Purpose: In this article, the area of interest is an emerging type of organisation called human resource intermediaries (HRIs), which focus on delivering human resource (HR) services to public sector organisations and private companies. The purpose of this article is, thus, to explore HRIs as deliverers of HR services. More specifically, the…

Strategic Human Resource Development. Symposium.

ERIC Educational Resources Information Center

2002

This document contains three papers on strategic human resource (HR) development. "Strategic HR Orientation and Firm Performance in India" (Kuldeep Singh) reports findings from a study of Indian business executives that suggests there is a positive link between HR policies and practices and workforce motivation and loyalty and…

Adult Education & Human Resource Development: Overlapping and Disparate Fields

ERIC Educational Resources Information Center

Watkins, Karen E.; Marsick, Victoria J.

2014-01-01

Adult education and human resource development as fields of practice and study share some roots in common but have grown in different directions in their histories. Adult education's roots focused initially on citizenship for a democratic society, whereas human resource development's roots are in performance at work. While they have…

Annotated Bibliography of the Air Force Human Resources Laboratory Technical Reports - 1979.

DTIC Science & Technology

1981-05-01

Force Human Resources Laboratory, March 1980. (Covers all AFHRL projects.) NTIS. This document provides the academic and industrial R&D community with...D-AI02 04𔃾 AIR FORCE HUMAN RESOURCES LAB BROOKS AF TX F/G 5/2 ANNOTATED BIBLIOGRAPHY OF THE AIR FORCE HUMAN RESOURCES LABORAT--ETC(U) MAY 81 E M...OF THE AIR FORCE HUMAN RESOURCES LABORATORY TECHNICAL REPORTS - 1979U M By M Esther M. Barlow A N TECHNICAL SERVICES DIVISION Brooks Air Force Base

KEPCO‧s Activity to Power-Engineer Human Resource Development

NASA Astrophysics Data System (ADS)

Kobashi, Kazushi

While business environment changes a lot, in order to aim at realization of “what we want the Group to look like in 2030” , it is necessary to cultivate human resources with a strong sense of mission. We need to prepare an opportunity to teach and to be taught, in order to cultivate resources and a measure for connecting every person‧s growth to growth of a company. In chapter one, we show Five Trends for attaining what KANSAI Electric Power Corporation wants to be and explain the importance of human resource development under the changing environment. In chapter two, we explain the fundamental policy of human resource cultivation and describe the development plan and the facilities for training based on the policy in chapter two. In chapter three, we express the specific efforts in the field of maintenance, construction, and operation at the department of Engineering and Operation.

So many, yet few: Human resources for health in India.

PubMed

Rao, Krishna D; Bhatnagar, Aarushi; Berman, Peter

2012-08-13

In many developing countries, such as India, information on human resources in the health sector is incomplete and unreliable. This prevents effective workforce planning and management. This paper aims to address this deficit by producing a more complete picture of India's health workforce. Both the Census of India and nationally representative household surveys collect data on self-reported occupations. A representative sample drawn from the 2001 census was used to estimate key workforce indicators. Nationally representative household survey data and official estimates were used to compare and supplement census results. India faces a substantial overall deficit of health workers; the density of doctors, nurses and midwifes is a quarter of the 2.3/1000 population World Health Organization benchmark. Importantly, a substantial portion of the doctors (37%), particularly in rural areas (63%) appears to be unqualified. The workforce is composed of at least as many doctors as nurses making for an inefficient skill-mix. Women comprise only one-third of the workforce. Most workers are located in urban areas and in the private sector. States with poorer health and service use outcomes have a lower health worker density. Among the important human resources challenges that India faces is increasing the presence of qualified health workers in underserved areas and a more efficient skill mix. An important first step is to ensure the availability of reliable and comprehensive workforce information through live workforce registers.

Strategy for preventing the waste of human resources

NASA Astrophysics Data System (ADS)

Jones, William E.

1992-05-01

Rapid technological advances and the declining educational preparedness of industrial workers has established a need for new training strategies and initiatives regarding human resource development. The productivity, competitiveness, motivation, and creativity of our people determines whether our business enterprises succeed or fail during the next decade. Due to a change process that many organizations have undertaken to become more competitive toward the year 2000, many of the previous styles of engineering leadership that involves the management of projects and human resources require new approaches. It is also important to recognize that technology has its limits and a broader focus to include the human aspects of accomplishing jobs over the long term is more critical than ever before. More autonomy and the responsibility for broader practices by the professional staff requires that the professional worker operate differently. Business planning and development of the organization's future strategic intent requires a high priority on the human resource linkage to the business plans and strategies. A review of past practices to motivate the worker toward higher productivity clearly shows that past techniques are not as effective in today's work environment. Many practices of organizational and individual leadership don't fit today's approach of worker involvement because they were designed for administrative supervisory control processes. Therefore, if we are going to organize a business strategy that prevents the `waste of human resources,' we need to develop a strategy that is appropriate for the times which considers the attitude of the employees and their work environment. Having worked with scientists and engineers for the majority of my twenty-five year career, I know they see and appreciate the logic of a formula. A formula fits when developing a future strategy because a formula can become a model to enhance balanced planning. In this paper, I want to

An Extended Chemical Plant Environmental Protection Game on Addressing Uncertainties of Human Adversaries.

PubMed

Zhu, Zhengqiu; Chen, Bin; Qiu, Sihang; Wang, Rongxiao; Chen, Feiran; Wang, Yiping; Qiu, Xiaogang

2018-03-27

Chemical production activities in industrial districts pose great threats to the surrounding atmospheric environment and human health. Therefore, developing appropriate and intelligent pollution controlling strategies for the management team to monitor chemical production processes is significantly essential in a chemical industrial district. The literature shows that playing a chemical plant environmental protection (CPEP) game can force the chemical plants to be more compliant with environmental protection authorities and reduce the potential risks of hazardous gas dispersion accidents. However, results of the current literature strictly rely on several perfect assumptions which rarely hold in real-world domains, especially when dealing with human adversaries. To address bounded rationality and limited observability in human cognition, the CPEP game is extended to generate robust schedules of inspection resources for inspection agencies. The present paper is innovative on the following contributions: (i) The CPEP model is extended by taking observation frequency and observation cost of adversaries into account, and thus better reflects the industrial reality; (ii) Uncertainties such as attackers with bounded rationality, attackers with limited observation and incomplete information (i.e., the attacker's parameters) are integrated into the extended CPEP model; (iii) Learning curve theory is employed to determine the attacker's observability in the game solver. Results in the case study imply that this work improves the decision-making process for environmental protection authorities in practical fields by bringing more rewards to the inspection agencies and by acquiring more compliance from chemical plants.

An Extended Chemical Plant Environmental Protection Game on Addressing Uncertainties of Human Adversaries

PubMed Central

Wang, Rongxiao; Chen, Feiran; Wang, Yiping; Qiu, Xiaogang

2018-01-01

Chemical production activities in industrial districts pose great threats to the surrounding atmospheric environment and human health. Therefore, developing appropriate and intelligent pollution controlling strategies for the management team to monitor chemical production processes is significantly essential in a chemical industrial district. The literature shows that playing a chemical plant environmental protection (CPEP) game can force the chemical plants to be more compliant with environmental protection authorities and reduce the potential risks of hazardous gas dispersion accidents. However, results of the current literature strictly rely on several perfect assumptions which rarely hold in real-world domains, especially when dealing with human adversaries. To address bounded rationality and limited observability in human cognition, the CPEP game is extended to generate robust schedules of inspection resources for inspection agencies. The present paper is innovative on the following contributions: (i) The CPEP model is extended by taking observation frequency and observation cost of adversaries into account, and thus better reflects the industrial reality; (ii) Uncertainties such as attackers with bounded rationality, attackers with limited observation and incomplete information (i.e., the attacker’s parameters) are integrated into the extended CPEP model; (iii) Learning curve theory is employed to determine the attacker’s observability in the game solver. Results in the case study imply that this work improves the decision-making process for environmental protection authorities in practical fields by bringing more rewards to the inspection agencies and by acquiring more compliance from chemical plants. PMID:29584679

Human resources for maternal health: multi-purpose or specialists?

PubMed Central

Fauveau, Vincent; Sherratt, Della R; de Bernis, Luc

2008-01-01

A crucial question in the aim to attain MDG5 is whether it can be achieved faster with the scaling up of multi-purpose health workers operating in the community or with the scaling up of professional skilled birth attendants working in health facilities. Most advisers concerned with maternal mortality reduction concur to promote births in facilities with professional attendants as the ultimate strategy. The evidence, however, is scarce on what it takes to progress in this path, and on the 'interim solutions' for situations where the majority of women still deliver at home. These questions are particularly relevant as we have reached the twentieth anniversary of the safe motherhood initiative without much progress made. In this paper we review the current situation of human resources for maternal health as well as the problems that they face. We propose seven key areas of work that must be addressed when planning for scaling up human resources for maternal health in light of MDG5, and finally we indicate some advances recently made in selected countries and the lessons learned from these experiences. Whilst the focus of this paper is on maternal health, it is acknowledged that the interventions to reduce maternal mortality will also contribute to significantly reducing newborn mortality. Addressing each of the seven key areas of work – recommended by the first International Forum on 'Midwifery in the Community', Tunis, December 2006 – is essential for the success of any MDG5 programme. We hypothesize that a great deal of the stagnation of maternal health programmes has been the result of confusion and careless choices in scaling up between a limited number of truly skilled birth attendants and large quantities of multi-purpose workers with short training, fewer skills, limited authority and no career pathways. We conclude from the lessons learnt that no significant progress in maternal mortality reduction can be achieved without a strong political decision to

Africa's neglected area of human resources for health research - the way forward.

PubMed

Ijsselmuiden, C; Marais, D L; Becerra-Posada, F; Ghannem, H

2012-03-07

Building the skills for doing, managing and delivering health research is essential for every country's development. Yet, human resources for health research (HRHR) are seldom considered in Africa and elsewhere. Africa's health research capacity has grown considerably, with potential to increase this growth. However, a systemic way of defining, co-ordinating and growing the HRHR needed to support health systems development is missing. Reviewing the status of HRHR in Africa, we assert that it consists of uncoordinated, small-scale activities, primarily driven from outside Africa. We present examples of ongoing HRHR capacity building initiatives in Africa. There is no overarching framework, strategy or body for African countries to optimise research support and capacity in HRHR. A simple model is presented to help countries plan and strategise for a comprehensive approach to research capacity strengthening. Everyone engaged with global, regional and national research for health enterprises must proactively address human resource planning for health research in Africa. Unless this is made explicit in global and national agendas, Africa will remain only an interested spectator in the decisions, prioritisation, funding allocations, conduct and interpretation, and in the institutional, economic and social benefits of health research, rather than owning and driving its own health research agendas.

[Human resources for local health systems].

PubMed

Linger, C

1989-01-01

The economic and social crises affecting Latin America have had a profound social and political effect on its structures. This paper analyzes this impact from 2 perspectives: 1) the impact on the apparatus of the state, in particular on its health infra-structures; and 2) the direction of the democratic process in the continent and the participatory processes of civil societies. The institutionalization of the Local Health Systems (SILOS) is an effort to analyze the problem from within the health sector and propose solutions. This paper discusses the issues of human resource development in health systems; training in human resource development and human resource development in local health care systems. There are 3 strategies used to change health systems: 1) The judicial-political system: The state's apparatus 2) The political-administrative system: the national health care system; and 3) the political-operative system: local health care systems. To assure implementation of SILOS there are 4 steps to be followed: 1) create political conditions that allow the transformation and development of local health systems; 2) development of high-level institutional and political initiatives to develop health care networks; 3) offer key players institutional space and social action to develop the SILOS process; 4) rapidly develop SILOS in regions to assure its integration with other development efforts. The labor force in the health sector and organized communities play critical roles in proposing and institutionalizing health programs.

Patching the Wetware: Addressing the Human Factor in Information Security

DTIC Science & Technology

2011-06-01

using deceptive psychological methods to influence the human user. In addressing this need, this research effort analyzes the psychological ...link between those psychological foundations and a body of research on persuasion. Once this connection is established, several psychological ...21 2.8 Psychological Foundations ...................................................................................22

"Global Human Resource Development" and Japanese University Education: "Localism" in Actor Discussions

ERIC Educational Resources Information Center

Yoshida, Aya

2017-01-01

The aim of this paper is to analyse the actions of various actors involved in "global human resource development" and to clarify whether discussions on global human resources are based on local perspectives. The results of the analysis are as follows: 1) after the year 2000 began, industry started discussions on global human resources in…

Increasing Organizational Effectiveness through Better Human Resource Planning and Development

ERIC Educational Resources Information Center

Schein, Edgar H.

1977-01-01

Discusses the increasing importance of human resource planning and development for organizational effectiveness, and examines how the major components of a human resource planning and development system should be coordinated for maximum effectiveness. Available from Alfred P. Sloan School of Management, Massachusetts Institute of Technology,…

[Impact of health care reform on human resources and employment management].

PubMed

Brito Quintana, P E

2000-01-01

According to those in charge of health sector reform, human resources are the key component of health sector reform processes and offer health services their greatest competitive advantage. With the help of the Observatory for Human Resources within Health Sector Reform promoted by the Pan American Health Organization and other groups, countries of the Region of the Americas have now begun to gather, in a methodical fashion, tangible evidence of the decisive importance of human resources within health sector reform initiatives and particularly of the impact of these initiatives on health personnel. This mutual influence is the main theme of this article, which explores the most disturbing aspects of health sector reform from a human resources perspective, including job instability and conflicting interests of employers and employees.

Accounting for the Human Factor.

ERIC Educational Resources Information Center

Ginsburg, Sigmund G.

1994-01-01

College governing boards must address six areas of campus human resources management: composition of the new workforce; leadership and motivation; quality of work life; performance evaluation; compensation; and the role of the campus human resource management department. (MSE)

Potential International Approaches to Ownership/Control of Human Genetic Resources.

PubMed

Rhodes, Catherine

2016-09-01

In its governance activities for genetic resources, the international community has adopted various approaches to their ownership, including: free access; common heritage of mankind; intellectual property rights; and state sovereign rights. They have also created systems which combine elements of these approaches. While governance of plant and animal genetic resources is well-established internationally, there has not yet been a clear approach selected for human genetic resources. Based on assessment of the goals which international governance of human genetic resources ought to serve, and the implications for how they will be accessed and utilised, it is argued that common heritage of mankind will be the most appropriate approach to adopt to their ownership/control. It does this with the aim of stimulating discussion in this area and providing a starting point for deeper consideration of how a common heritage of mankind, or similar, regime for human genetic resources would function and be implemented.

Emotional Intelligence Research within Human Resource Development Scholarship

ERIC Educational Resources Information Center

Farnia, Forouzan; Nafukho, Fredrick Muyia

2016-01-01

Purpose: The purpose of this study is to review and synthesize pertinent emotional intelligence (EI) research within the human resource development (HRD) scholarship. Design/methodology/approach: An integrative review of literature was conducted and multiple electronic databases were searched to find the relevant resources. Using the content…

The Navy Human Resource Officer Community: Assessment and Action Plan

DTIC Science & Technology

2003-09-01

way of the truth , that the FSO community was the main source of Navy human resource professionals. This fact was consistently subordinate to...principles or truths . Consider the words “human resource.” A resource is “something that is ready for use or that can be drawn upon for aid or to...discussion was “far-out” with ideas of allowing nuclear trained Officers to telecommute to submarines from their homes. But no one critiqued the ideas. A

Human Resources Administration in Education: A Management Approach. Sixth Edition.

ERIC Educational Resources Information Center

Rebore, Ronald W.

This book reflects the changing aspects of school human-resources management. Current concerns include the impact of new laws related to disabilities, civil rights, family and medical leave, and the testing of school bus drivers for alcohol and controlled substances. Also examined are human resources' responsibilities to military reservists and…

The nursing human resource planning best practice toolkit: creating a best practice resource for nursing managers.

PubMed

Vincent, Leslie; Beduz, Mary Agnes

2010-05-01

Evidence of acute nursing shortages in urban hospitals has been surfacing since 2000. Further, new graduate nurses account for more than 50% of total nurse turnover in some hospitals and between 35% and 60% of new graduates change workplace during the first year. Critical to organizational success, first line nurse managers must have the knowledge and skills to ensure the accurate projection of nursing resource requirements and to develop proactive recruitment and retention programs that are effective, promote positive nursing socialization, and provide early exposure to the clinical setting. The Nursing Human Resource Planning Best Practice Toolkit project supported the creation of a network of teaching and community hospitals to develop a best practice toolkit in nursing human resource planning targeted at first line nursing managers. The toolkit includes the development of a framework including the conceptual building blocks of planning tools, manager interventions, retention and recruitment and professional practice models. The development of the toolkit involved conducting a review of the literature for best practices in nursing human resource planning, using a mixed method approach to data collection including a survey and extensive interviews of managers and completing a comprehensive scan of human resource practices in the participating organizations. This paper will provide an overview of the process used to develop the toolkit, a description of the toolkit contents and a reflection on the outcomes of the project.

China's human resources for maternal and child health: a national sampling survey.

PubMed

Ren, Zhenghong; Song, Peige; Theodoratou, Evropi; Guo, Sufang; An, Lin

2015-12-16

In order to achieve the Millennium Development Goals (MDG) 4 and 5, the Chinese Government has invested greatly in improving maternal and child health (MCH) with impressive results. However, one of the most important barriers for further improvement is the uneven distribution of MCH human resources. There is little information about the distribution, quantity and capacity of the Chinese MCH human resources and we sought to investigate this. Cities at prefectural level were selected by random cluster sampling. All medical and health institutions providing MCH-related services in the sampled areas were investigated using a structured questionnaire. The data were weighted based on the proportion of the sampled districts/cities. Amount, proportions and numbers per 10,000 population of MCH human resources were estimated in order to reveal the quantity of the Chinese MCH human resources. The capacity of MCH human resources was evaluated by analyzing data on the education level and professional skills of the staff. There were 77,248 MCH workers in China in 2010. In general, 67.6% and 71.9% of the women's and children's health care professionals had an associate degree or higher, whereas around 30% had only high-school or lower degrees. More than 40% of the women's health workers were capable of providing skilled birth attendance, but these proportions varied between different institutions and locations. Evidence from this study highlights that Chinese MCH human resources are not in shortage in the national level. However, the quantity and capacity of MCH human resources are not evenly distributed among different institutions and locations. Finally there is a need in the improvement of the MCH services by improving the quality of MCH human resources.

78 FR 43258 - Privacy Act; System of Records: Human Resources Records, State-31

Federal Register 2010, 2011, 2012, 2013, 2014

2013-07-19

... DEPARTMENT OF STATE [Public Notice 8384] Privacy Act; System of Records: Human Resources Records... system of records, Human Resources Records, State- 31, pursuant to the provisions of the Privacy Act of... State proposes that the current system will retain the name ``Human Resources Records'' (previously...

76 FR 60934 - Proposal Review Panel for Human Resource Development; Notice of Meeting

Federal Register 2010, 2011, 2012, 2013, 2014

2011-09-30

... NATIONAL SCIENCE FOUNDATION Proposal Review Panel for Human Resource Development; Notice of...; Proposal Review Panel Human Resource Development ( 1199). Date/Time: November 1, 2011; 5 p.m. to 10 p.m...: Part-Open. Contact Person: Kelly Mack, Division of Human Resource Development, Room 815, National...

78 FR 61400 - Advisory Committee for Education and Human Resources; Notice of Meeting

Federal Register 2010, 2011, 2012, 2013, 2014

2013-10-03

... NATIONAL SCIENCE FOUNDATION Advisory Committee for Education and Human Resources; Notice of...) education and human resources programming. Agenda November 6, 2013 Remarks by the Committee Chair and NSF Assistant Director for Education and Human Resources (EHR) Brief updates on EHR and Committee of Visitor...

Human Factors Planning Guidelines

DOT National Transportation Integrated Search

1996-01-01

To ensure human factors considerations are fully incorporated in the system : development, the Integrated Product Team (IPT) or Program Manager initiates a : Human Factors Program (HFP) that addresses the human performance and human : resource parame...

Human resources in science and engineering: Policy implications

DOE Office of Scientific and Technical Information (OSTI.GOV)

Leggon, C.B.

1995-12-31

Recently, there has been much debate concerning the adequacy of the United States` (U.S.) human resources base to meet its future needs for science and engineering (S/E) talent. Science policy analysts - and scientists and engineers themselves - disagree about whether there will be any shortages of scientists and engineers, and if so, what they will mean for the U.S. Whether or not these shortages materialize, it is necessary for the U.S. to expand the pool from which it recruits its S/E talent. This paper addresses the question of how to increases the diversity of the S/E talent pool tomore » include those who are projected by the year 2000 to be the majority of entry-level workers in the U.S. workforce: women and racial/ethnic minorities. Market forces alone cannot increase the size and diversity of the U.S. S/E workforce. Policy intervention will continue to be required to increase the diversity of the S/E workforce.« less

Analysis of Human Resources Management Strategy in China Electronic Commerce Enterprises

NASA Astrophysics Data System (ADS)

Shao, Fang

The paper discussed electronic-commerce's influence on enterprise human resources management, proposed and proved the human resources management strategy which electronic commerce enterprise should adopt from recruitment strategy to training strategy, keeping talent strategy and other ways.

Management as a Creative Human Resource.

ERIC Educational Resources Information Center

Elsner, Paul A.

1981-01-01

Underscores the importance of the creative use of human resources for community colleges in times of fiscal constraint. Lists principles for and stages of management and faculty development programs. Cites examples of creative responses to budget cuts. Discusses the cyclic nature of lifelong learning. (DML)

USGS Science: Addressing Our Nation's Challenges

USGS Publications Warehouse

Larson, Tania M.

2009-01-01

With 6.6 billion people already living on Earth, and that number increasing every day, human influence on our planet is ever more apparent. Changes to the natural world combined with increasing human demands threaten our health and safety, our national security, our economy, and our quality of life. As a planet and a Nation, we face unprecedented challenges: loss of critical and unique ecosystems, the effects of climate change, increasing demand for limited energy and mineral resources, increasing vulnerability to natural hazards, the effects of emerging diseases on wildlife and human health, and growing needs for clean water. The time to respond to these challenges is now, but policymakers and decisionmakers face difficult choices. With competing priorities to balance, and potentially serious - perhaps irreversible - consequences at stake, our leaders need reliable scientific information to guide their decisions. As the Nation's earth and natural science agency, the USGS monitors and conducts scientific research on natural hazards and resources and how these elements and human activities influence our environment. Because the challenges we face are complex, the science needed to better understand and deal with these challenges must reflect the complex interplay among natural and human systems. With world-class expertise in biology, geology, geography, hydrology, geospatial information, and remote sensing, the USGS is uniquely capable of conducting the comprehensive scientific research needed to better understand the interdependent interactions of Earth's systems. Every day, the USGS helps decisionmakers to minimize loss of life and property, manage our natural resources, and protect and enhance our quality of life. This brochure provides examples of the challenges we face and how USGS science helps decisionmakers to address these challenges.

Unequal distribution of health human resource in mainland China: what are the determinants from a comprehensive perspective?

PubMed

Li, Dan; Zhou, Zhongliang; Si, Yafei; Xu, Yongjian; Shen, Chi; Wang, Yiyang; Wang, Xiao

2018-02-27

of health human resource. The tough issue of HHR inequality should be addressed by comprehensive measures from a multidisciplinary perspective.

Organizational Ethics Development and the Human Resource Professional.

ERIC Educational Resources Information Center

Petrick, Joseph A.

1992-01-01

Surveys literature on organizational moral development and describes research methodology employed, summarizes research findings, and examines career implications for human resource professionals. Contends that institutionalizing an ethics program can impact favorably on both the organization and the career of the implementing human resource…

76 FR 60933 - Proposal Review Panel for Human Resource Development; Notice of Meeting

Federal Register 2010, 2011, 2012, 2013, 2014

2011-09-30

... NATIONAL SCIENCE FOUNDATION Proposal Review Panel for Human Resource Development; Notice of..., Proposal Review Panel Human Resource Development ( 1199). Date/Time: October 17, 2011; 5 p.m. to 10 p.m... Meeting: Part-Open. Contact Person: Kelly Mack, Division of Human Resource Development, Room 815, National...

Human Resource Development for International Operation.

ERIC Educational Resources Information Center

Coulson-Thomas, Colin J.

A 1990 questionnaire and interview survey identified requirements for programs and courses relating to human resource development for international operation. The survey was designed to seek the views of United Kingdom (UK) and European and international companies, professional associations, and accounting firms. Of 540 organizations, 91 returned…

Human Resource Development and Organizational Values

ERIC Educational Resources Information Center

Hassan, Arif

2007-01-01

Purpose: Organizations create mission statements and emphasize core values. Inculcating those values depends on the way employees are treated and nurtured. Therefore, there seems to be a strong relationship between human resource development (HRD) practices and organizational values. The paper aims to empirically examine this relationship.…

Developing Humanities Collections in the Digital Age: Exploring Humanities Faculty Engagement with Electronic and Print Resources

ERIC Educational Resources Information Center

Kachaluba, Sarah Buck; Brady, Jessica Evans; Critten, Jessica

2014-01-01

This article is based on quantitative and qualitative research examining humanities scholars' understandings of the advantages and disadvantages of print versus electronic information resources. It explores how humanities' faculty members at Florida State University (FSU) use print and electronic resources, as well as how they perceive these…

Addressing the human resources crisis: a case study of Cambodia’s efforts to reduce maternal mortality (1980–2012)

PubMed Central

Fujita, Noriko; Abe, Kimiko; Rotem, Arie; Tung, Rathavy; Keat, Phuong; Robins, Ann; Zwi, Anthony B

2013-01-01

Objective To identify factors that have contributed to the systematic development of the Cambodian human resources for health (HRH) system with a focus on midwifery services in response to high maternal mortality in fragile resource-constrained countries. Design Qualitative case study. Review of the published and grey literature and in-depth interviews with key informants and stakeholders using an HRH system conceptual framework developed by the authors (‘House Model’; Fujita et al, 2011). Interviews focused on the perceptions of respondents regarding their contributions to strengthening midwifery services and the other external influences which may have influenced the HRH system and reduction in the maternal mortality ratio (MMR). Setting Three rounds of interviews were conducted with senior and mid-level managers of the Ministries of Health (MoH) and Education, educational institutes and development partners. Participants A total of 49 interviewees, who were identified through a snowball sampling technique. Main outcome measures Scaling up the availability of 24 h maternal health services at all health centres contributing to MMR reduction. Results The incremental development of the Cambodian HRH system since 2005 focused on the production, deployment and retention of midwives in rural areas as part of a systematic strategy to reduce maternal mortality. The improved availability and access to midwifery services contributed to significant MMR reduction. Other contributing factors included improved mechanisms for decision-making and implementation; political commitment backed up with necessary resources; leadership from the top along with a growing capacity of mid-level managers; increased MoH capacity to plan and coordinate; and supportive development partners in the context of a conducive external environment. Conclusions Lessons from this case study point to the importance of a systemic and comprehensive approach to health and HRH system strengthening and

Current perspectives in contaminant hydrology and water resources sustainability

USGS Publications Warehouse

Bradley, Paul M.

2013-01-01

Human society depends on liquid freshwater resources to meet drinking, sanitation and hygiene, agriculture, and industry needs. Improved resource monitoring and better understanding of the anthropogenic threats to freshwater environments are critical to efficient management of freshwater resources and ultimately to the survival and quality of life of the global human population. This book helps address the need for improved freshwater resource monitoring and threat assessment by presenting current reviews and case studies focused on the fate and transport of contaminants in the environment and on the sustainability of groundwater and surface-water resources around the world. It is intended for students and professionals working in hydrology and water resources management.

42 CFR 482.98 - Condition of participation: Human resources.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 42 Public Health 5 2010-10-01 2010-10-01 false Condition of participation: Human resources. 482.98 Section 482.98 Public Health CENTERS FOR MEDICARE & MEDICAID SERVICES, DEPARTMENT OF HEALTH AND HUMAN... Specialty Hospitals Transplant Center Process Requirements § 482.98 Condition of participation: Human...

Human Resource Development: Allies or Opponents?

ERIC Educational Resources Information Center

Nadler, Leonard

Human resource development (HRD) and productivity are allies; they are synergistic. Productivity can be defined as an increase of output with no increase in input. An increase in productivity can be accomplished in the workplace through speed-up or capital investment. When productivity improvements are introduced, the philosophy of the…

Theorizing Strategic Human Resource Development: Linking Financial Performance and Sustainable Competitive Advantage

ERIC Educational Resources Information Center

Hu, Po

2007-01-01

This paper is to explore potential new underlying theory of strategic human resource development based on critiques of current theoretical foundations of HRD. It offers a new definition and model of Strategic HRD based on resource-based view of firm and human resource, with linkage to financial performance and competitiveness. Proposed new model…

Strategy for Addressing the Retail Sector under the Resource Conservation and Recovery Act's Regulatory Framework

EPA Pesticide Factsheets

The Retail Strategy lays out a cohesive and effective plan to address the unique challenges the retail sector has with complying with the hazardous waste regulations while reducing burden and protecting human health and the environment.

Collaboration between Supported Employment and Human Resource Services: Strategies for Success

ERIC Educational Resources Information Center

Post, Michal; Campbell, Camille; Heinz, Tom; Kotsonas, Lori; Montgomery, Joyce; Storey, Keith

2010-01-01

The article presents the benefits of successful collaboration between supported employment agencies and human resource managers when working together to secure employment for individuals with disabilities. Two case studies are presented: one involving a successful collaboration with county human resource managers in negotiating a change in the…

Human resources for mental health care: current situation and strategies for action.

PubMed

Kakuma, Ritsuko; Minas, Harry; van Ginneken, Nadja; Dal Poz, Mario R; Desiraju, Keshav; Morris, Jodi E; Saxena, Shekhar; Scheffler, Richard M

2011-11-05

A challenge faced by many countries is to provide adequate human resources for delivery of essential mental health interventions. The overwhelming worldwide shortage of human resources for mental health, particularly in low-income and middle-income countries, is well established. Here, we review the current state of human resources for mental health, needs, and strategies for action. At present, human resources for mental health in countries of low and middle income show a serious shortfall that is likely to grow unless effective steps are taken. Evidence suggests that mental health care can be delivered effectively in primary health-care settings, through community-based programmes and task-shifting approaches. Non-specialist health professionals, lay workers, affected individuals, and caregivers with brief training and appropriate supervision by mental health specialists are able to detect, diagnose, treat, and monitor individuals with mental disorders and reduce caregiver burden. We also discuss scale-up costs, human resources management, and leadership for mental health, particularly within the context of low-income and middle-income countries. Copyright © 2011 Elsevier Ltd. All rights reserved.

Competency-Based Human Resource Development Strategy

ERIC Educational Resources Information Center

Gangani, Noordeen T.; McLean, Gary N.; Braden, Richard A.

2004-01-01

This paper explores issues in developing and implementing a competency-based human resource development strategy. The paper summarizes a literature review on how competency models can improve HR performance. A case study is presented of American Medical Systems (AMS), a mid-sized health-care and medical device company, where the model is being…

Cultural Implications of Human Resource Development.

ERIC Educational Resources Information Center

Hiranpruk, Chaiskran

A discussion of the cultural effects of economic and, by extension, human resource development in Southeast Asia looks at short- and long-term implications. It is suggested that in the short term, increased competition will affect distribution of wealth, which can promote materialism and corruption. The introduction of labor-saving technology may…

Philosophical Foundations of Human Resource Development.

ERIC Educational Resources Information Center

Kuchinke, K. Peter

Three alternative views of adult development can serve to distinguish competing schools of thought regarding the research, theory, and practice of human resource development (HRD). These views are as follows: (1) the person-centered view, which aims at self-realization of the individual and is grounded in humanistic psychology and liberalism; (2)…

Adoption of Internet2 in a Southwestern University: Human Resources Concerns

ERIC Educational Resources Information Center

Mendoza-Diaz, Noemi V.; Dooley, Larry M.; Dooley, Kim E.

2007-01-01

Human Resources are often times challenged by the integration of new technologies (Benson, Johnson, & Kichinke, 2002). Universities pose a unique challenge since they reluctantly adapt to changes (Torraco & Hoover, 2005; Watkins 2005). This is a dissertation study of the human resource concerns about adopting Internet2 in a…

The Conservation and Protection: The Development and Utilization of Human Resources.

ERIC Educational Resources Information Center

Lippitt, Ronald

The three dimensions of the quality of the environment for human resource development are discussed as issues of opportunity versus deprivation, issues of growth inducing versus growth destroying interventions, and issues of utilization versus non-utilization of human resources. Both pathology and potential are illustrated by descriptions of our…

Corporate sustainability: the environmental design and human resource management interface in healthcare settings.

PubMed

Sadatsafavi, Hessam; Walewski, John

2013-01-01

Purpose of the Paper: The purpose of this study is to provide healthcare organizations with a new perspective for developing strategies to enrich their human resource capabilities and improve their performance outcomes. The focus of this study is on leveraging the synergy between organizational management strategies and environmental design interventions. This paper proposes a framework for linking the built environment with the human resource management system of healthcare organizations. The framework focuses on the impact of the built environment regarding job attitudes and behaviors of healthcare workers. Research from the disciplines of strategic human resource management, resource-based view of firms, evidence-based design, and green building are utilized to develop the framework. The positive influence of human resource practices on job attitudes and behaviors of employees is one mechanism to improve organizational performance outcomes. Organizational psychologists suggest that human resource practices are effective because they convey that the organization values employee contributions and cares about their well-being. Attention to employee socio-emotional needs can be reciprocated with higher levels of motivation and commitment toward the organization. In line with these findings, healthcare environmental studies imply that physical settings and features can have a positive influence on job attitudes and the behavior of caregivers by providing for their physical and socio-emotional needs. Adding the physical environment as a complementary resource to the array of human resource practices creates synergy in improving caregivers' job attitudes and behaviors and enhances the human capital of healthcare firms. Staff, evidence-based design, interdisciplinary, modeling, perceived organizational supportPreferred Citation: Sadatsafavi, H., & Walewski, J. (2013). Corporate sustainability: The environmental design and human resource management interface in

Theory Development and Convergence of Human Resource Fields: Implications for Human Performance Technology

ERIC Educational Resources Information Center

Cho, Yonjoo; Yoon, Seung Won

2010-01-01

This study examines major theory developments in human resource (HR) fields and discusses implications for human performance technology (HPT). Differentiated HR fields are converging to improve organizational performance through knowledge-based innovations. Ruona and Gibson (2004) made a similar observation and analyzed the historical evolution…

Human resources management for a hospital pharmacy department.

PubMed

Chase, P A

1989-06-01

The concepts of human resources management (HRM) are presented, and the application of HRM concepts to a hospital pharmacy department is described. Low salaries and poor working conditions had precipitated a mass exodus of pharmacists from a 650-bed, tertiary-care medical center. The newly hired director of pharmacy sought to rebuild the department by developing a three-stage HRM model consisting of needs forecasting, performance management, and advanced management systems. In the needs-forecasting stage, the strengths and weaknesses of departmental programs were determined through analysis of existing standards of practice, situational analysis, and financial analyses; the strengths and weaknesses of departmental employees were determined through the use of talent inventories, turnover analysis, analysis of time and leave records, reevaluation of the department's job classifications, performance and productivity evaluations, and productivity evaluations, and development of a philosophy of practice and mission statement. Needs and problems were addressed by examining each existing program and developing new policies and procedures, performance standards, quality assurance mechanisms, and productivity expectations. Personnel needs and problems were addressed by designing a system of differentiated career ladders, contracting with pharmacists for career moves, developing the skills of currently employed pharmacists, and implementing a succession planning model. The model has been in place for approximately three years and is beginning to yield the desired results. Application of HRM concepts to a hospital pharmacy department appears to have been successful in improving employee morale and in helping the department to meet goals of expanded and improved services.

75 FR 63209 - Advisory Committee for Education and Human Resources; Notice of Meeting

Federal Register 2010, 2011, 2012, 2013, 2014

2010-10-14

... NATIONAL SCIENCE FOUNDATION Advisory Committee for Education and Human Resources; Notice of... Science Foundation announces the following meeting: Name: Advisory Committee for Education and Human... Foundation's science, technology, engineering, and mathematics (STEM) education and human resources...

People Strategy in Human Resources: Lessons for Mentoring in Higher Education

ERIC Educational Resources Information Center

Baker, Vicki L.

2015-01-01

In this article, I offer the notion of alignment, a human resources framework, as a conceptual tool for better informing the development of mentoring programming and policy in higher education. Alignment accounts for both individual and organizational factors as means for providing the necessary connections among human resources and organizational…

An Analysis of Rural Unemployment Using a Human Resources Development Perspective.

ERIC Educational Resources Information Center

Napier, Ted L.; Jarrett, Charles W.

Investigation indicated factors other than human resource variables must be used to understand unemployment status. Based on a 1979 survey of a random sample (N=640) of rural adult California residents from a multi-county development district, 15 human resource development factors (including educational level, job training, match of work skills…

Effect of Total Quality Management on the Quality and Productivity of Human Resources

NASA Astrophysics Data System (ADS)

Siregar, I.; Nasution, A. A.; Sari, R. M.

2017-03-01

Human resources is the main factor in improving company performance not only in industrial products but also services. Therefore, all of the organization performers involved must work together to achieve product quality services expected by consumers. Educational institutions are the service industries which are educators and instructor involved in it. Quality of product and services produced depends on the education organization performers. This study did a survey of instructors in public and private universities in North Sumatra to obtain the factors that affect quality of human resources and productivity of human resources. Human resources quality is viewed by the elements of TQM. TQM elements that are discussed in this study are leadership, communication, training and education, support structure, measurement and reward and recognition. The results of this study showed a correlation numbers across the exogenous variables on endogenous variables relationships tend to be strong and be positive. In addition, elements of TQM are discussed except the support structure which has a direct influence on the quality of human resources. Variable leadership, reward and recognition and quality of human resources have a significant effect on productivity.

Fort Collins Science Center Ecosystem Dynamics branch--interdisciplinary research for addressing complex natural resource issues across landscapes and time

USGS Publications Warehouse

Bowen, Zachary H.; Melcher, Cynthia P.; Wilson, Juliette T.

2013-01-01

The Ecosystem Dynamics Branch of the Fort Collins Science Center offers an interdisciplinary team of talented and creative scientists with expertise in biology, botany, ecology, geology, biogeochemistry, physical sciences, geographic information systems, and remote-sensing, for tackling complex questions about natural resources. As demand for natural resources increases, the issues facing natural resource managers, planners, policy makers, industry, and private landowners are increasing in spatial and temporal scope, often involving entire regions, multiple jurisdictions, and long timeframes. Needs for addressing these issues include (1) a better understanding of biotic and abiotic ecosystem components and their complex interactions; (2) the ability to easily monitor, assess, and visualize the spatially complex movements of animals, plants, water, and elements across highly variable landscapes; and (3) the techniques for accurately predicting both immediate and long-term responses of system components to natural and human-caused change. The overall objectives of our research are to provide the knowledge, tools, and techniques needed by the U.S. Department of the Interior, state agencies, and other stakeholders in their endeavors to meet the demand for natural resources while conserving biodiversity and ecosystem services. Ecosystem Dynamics scientists use field and laboratory research, data assimilation, and ecological modeling to understand ecosystem patterns, trends, and mechanistic processes. This information is used to predict the outcomes of changes imposed on species, habitats, landscapes, and climate across spatiotemporal scales. The products we develop include conceptual models to illustrate system structure and processes; regional baseline and integrated assessments; predictive spatial and mathematical models; literature syntheses; and frameworks or protocols for improved ecosystem monitoring, adaptive management, and program evaluation. The descriptions

Career Management for Human Resource Professionals.

ERIC Educational Resources Information Center

Wiley, Carolyn

1992-01-01

Claims growing importance of human resource (HR) management suggests there are extensive career opportunities in HR. Notes there is no single entry position in HR management, and only one in seven HR professionals believes luck was a factor in his or her success. Concludes HR professionals must be able to deliver usual services and effectively…

The interface between health sector reform and human resources in health

PubMed Central

Rigoli, Felix; Dussault, Gilles

2003-01-01

The relationship between health sector reform and the human resources issues raised in that process has been highlighted in several studies. These studies have focused on how the new processes have modified the ways in which health workers interact with their workplace, but few of them have paid enough attention to the ways in which the workers have influenced the reforms. The impact of health sector reform has modified critical aspects of the health workforce, including labor conditions, degree of decentralization of management, required skills and the entire system of wages and incentives. Human resources in health, crucial as they are in implementing changes in the delivery system, have had their voice heard in many subtle and open ways – reacting to transformations, supporting, blocking and distorting the proposed ways of action. This work intends to review the evidence on how the individual or collective actions of human resources are shaping the reforms, by spotlighting the reform process, the workforce reactions and the factors determining successful human resources participation. It attempts to provide a more powerful way of predicting the effects and interactions in which different "technical designs" operate when they interact with the human resources they affect. The article describes the dialectic nature of the relationship between the objectives and strategies of the reforms and the objectives and strategies of those who must implement them. PMID:14613523

Frequency of GP communication addressing the patient's resources and coping strategies in medical interviews: a video-based observational study.

PubMed

Mjaaland, Trond A; Finset, Arnstein

2009-07-01

There is increasing focus on patient-centred communicative approaches in medical consultations, but few studies have shown the extent to which patients' positive coping strategies and psychological assets are addressed by general practitioners (GPs) on a regular day at the office. This study measures the frequency of GPs' use of questions and comments addressing their patients' coping strategies or resources. Twenty-four GPs were video-recorded in 145 consultations. The consultations were coded using a modified version of the Roter Interaction Analysis System. In this study, we also developed four additional coding categories based on cognitive therapy and solution-focused therapy: attribution, resources, coping, and solution-focused techniques.The reliability between coders was established, a factor analysis was applied to test the relationship between the communication categories, and a tentative validating exercise was performed by reversed coding. Cohen's kappa was 0.52 between coders. Only 2% of the utterances could be categorized as resource or coping oriented. Six GPs contributed 59% of these utterances. The factor analysis identified two factors, one task oriented and one patient oriented. The frequency of communication about coping and resources was very low. Communication skills training for GPs in this field is required. Further validating studies of this kind of measurement tool are warranted.

Shared resource control between human and computer

NASA Technical Reports Server (NTRS)

Hendler, James; Wilson, Reid

1989-01-01

The advantages of an AI system of actively monitoring human control of a shared resource (such as a telerobotic manipulator) are presented. A system is described in which a simple AI planning program gains efficiency by monitoring human actions and recognizing when the actions cause a change in the system's assumed state of the world. This enables the planner to recognize when an interaction occurs between human actions and system goals, and allows maintenance of an up-to-date knowledge of the state of the world and thus informs the operator when human action would undo a goal achieved by the system, when an action would render a system goal unachievable, and efficiently replans the establishment of goals after human intervention.

Human Resource Accounting: Interests and Conflicts. A Discussion Paper. CEDEFOP Panorama.

ERIC Educational Resources Information Center

Frederiksen, Jens V.; Westphalen, Sven-Age

This document examines the principles, use, and benefits of human resource accounting (HRA), which uses numerical and nonnumerical data on items such as costs and benefits of training, staff turnover, absenteeism, and the value of employees' knowledge to measure the value of human resources in enterprises. The introduction presents an overview of…

Human Resources Management in Educational Faculties of State Universities in Turkey

ERIC Educational Resources Information Center

Öztürk, Sevim

2016-01-01

This study aims to evaluate the human resources management in the faculties of education of state universities in Turkey within the context of Human Resources Management Principles. The study population consisted of 40 academic members in the faculties of education of 20 different state universities and 10 academic unit administrators at different…

Managing information technology human resources in health care.

PubMed

Mahesh, Sathiadev; Crow, Stephen M

2012-01-01

The health care sector has seen a major increase in the use of information technology (IT). The increasing permeation of IT into the enterprise has resulted in many non-IT employees acquiring IT-related skills and becoming an essential part of the IT-enabled enterprise. Health care IT employees work in a continually changing environment dealing with new specializations that are often unfamiliar to other personnel. The widespread use of outsourcing and offshoring in IT has introduced a third layer of complexity in the traditional hierarchy and its approach to managing human resources. This article studies 3 major issues in managing these human resources in an IT-enabled health care enterprise and recommends solutions to the problem.

Human resources and access to maternal health care.

PubMed

ten Hoope-Bender, P; Liljestrand, J; MacDonagh, S

2006-09-01

The lack of human resources is one of the main bottlenecks to achieving the Millennium Development Goals on maternal and child health. A coherent national policy, recognized across government, needs to be in place to overcome this especially in countries severely affected by HIV/AIDS. Such a policy should cover selection of pre-service students, the qualifications of trainers and training sites, supportive supervision, career path development, a package of carefully thought-out incentives for the retention of staff, strategies for interaction with communities, and an agreed-upon health staff HIV/AIDS policy. Without such coherent human resource planning, a large number of countries will fail to reduce maternal and newborn mortality.

78 FR 21979 - Advisory Committee for Education and Human Resources; Notice of Meeting

Federal Register 2010, 2011, 2012, 2013, 2014

2013-04-12

... NATIONAL SCIENCE FOUNDATION Advisory Committee for Education and Human Resources; Notice of..., technology, engineering, and mathematics (STEM) education and human resources programming. Agenda May 6, 2013... Science Foundation announces the following meeting: Name: Advisory Committee for Education and Human...

The Human Resources Management System: Part 1.

ERIC Educational Resources Information Center

Ceriello, Vincent R.

1982-01-01

Presents a systematic and disciplined approach to planning for the development and implementation of an information system which will collect, store, maintain, and report human resources data. Discusses guidelines, priorities, training requirements, security, auditing, interface with payroll, and personnel reporting. (CT)

Cultural Development through Human Resource Systems Integration.

ERIC Educational Resources Information Center

Albert, Michael

1985-01-01

Discusses the framework for developing a cultural human resources management (HRM) perspective. Central to this framework is modifying HRM programs to reinforce the organization's preferred practices. Modification occurs through selection, orientation, training and development, performance appraisal, career development, and compensation and…

[From personnel administration to human resource management : demographic risk management in hospitals].

PubMed

Schmidt, C E; Gerbershagen, M U; Salehin, J; Weib, M; Schmidt, K; Wolff, F; Wappler, F

2011-06-01

The healthcare market is facing a serious shortage of qualified personnel in 2020. Aging of staff members is one important driver of this human resource deficit but current planning periods of 1-2 years cannot compensate the demographic effects on staff portfolio early enough. Therefore, prospective human resource planning is important to avoid loss of competence. The long range development (10 years) of human resources in the hospitals of the City of Cologne was analyzed. The basis for the analysis was a simulation model that included fluctuation of staff, retirement, maternity leave, status of employee illness, partial retirement and fresh engagements per department and profession. The model was matched with the staff requirements for each department. The results showed a capacity analysis which was used to convey strategic measures for staff recruitment and retention. The greatest risk for shortage of qualified staff was found in the fluctuation of doctors and in the aging work force. Without strategic human resource management the hospitals would face a 50% reduction of the work force within 10 years and after 2 years there would be a 25% deficit of anesthesiologists with impact on the function of operation rooms (OR) and intensive care units. Qualification and continuous training of staff members as well as process optimization are the most important spheres of activity for human resource management in order to recruit and retain qualified staff members. Prospective human resource planning for the OR and intensive care units can help to detect shortage of staff and loss of competence early enough to apply effective personnel development measures. A growing number of companies have started to plan ahead of the current demand of human resources. Hospitals should follow this example because the competition for qualified staff members is increasing rapidly.

Human Resources for Health Challenges in Nigeria and Nurse Migration.

PubMed

Salami, Bukola; Dada, Foluke O; Adelakun, Folake E

2016-05-01

The emigration of sub-Saharan African health professionals to developed Western nations is an aspect of increasing global mobility. This article focuses on the human resources for health challenges in Nigeria and the emigration of nurses from Nigeria as the country faces mounting human resources for health challenges. Human resources for health issues in Nigeria contribute to poor population health in the country, alongside threats from terrorism, infectious disease outbreaks, and political corruption. Health inequities within Nigeria mirror the geographical disparities in human resources for health distribution and are worsened by the emigration of Nigerian nurses to developed countries such as the United States and the United Kingdom. Nigerian nurses are motivated to emigrate to work in healthier work environments, improve their economic prospects, and advance their careers. Like other migrant African nurses, they experience barriers to integration, including racism and discrimination, in receiving countries. We explore the factors and processes that shape this migration. Given the forces of globalization, source countries and destination countries must implement policies to more responsibly manage migration of nurses. This can be done by implementing measures to retain nurses, promote the return migration of expatriate nurses, and ensure the integration of migrant nurses upon arrival in destination countries. © The Author(s) 2016.

Kenya's health workforce information system: a model of impact on strategic human resources policy, planning and management.

PubMed

Waters, Keith P; Zuber, Alexandra; Willy, Rankesh M; Kiriinya, Rose N; Waudo, Agnes N; Oluoch, Tom; Kimani, Francis M; Riley, Patricia L

2013-09-01

Countries worldwide are challenged by health worker shortages, skill mix imbalances, and maldistribution. Human resources information systems (HRIS) are used to monitor and address these health workforce issues, but global understanding of such systems is minimal and baseline information regarding their scope and capability is practically non-existent. The Kenya Health Workforce Information System (KHWIS) has been identified as a promising example of a functioning HRIS. The objective of this paper is to document the impact of KHWIS data on human resources policy, planning and management. Sources for this study included semi-structured interviews with senior officials at Kenya's Ministry of Medical Services (MOMS), Ministry of Public Health and Sanitation (MOPHS), the Department of Nursing within MOMS, the Nursing Council of Kenya, Kenya Medical Practitioners and Dentists Board, Kenya's Clinical Officers Council, and Kenya Medical Laboratory Technicians and Technologists Board. Additionally, quantitative data were extracted from KHWIS databases to supplement the interviews. Health sector policy documents were retrieved from MOMS and MOPHS websites, and reviewed to assess whether they documented any changes to policy and practice as having been impacted by KHWIS data. Interviews with Kenyan government and regulatory officials cited health workforce data provided by KHWIS influenced policy, regulation, and management. Policy changes include extension of Kenya's age of mandatory civil service retirement from 55 to 60 years. Data retrieved from KHWIS document increased relicensing of professional nurses, midwives, medical practitioners and dentists, and interviewees reported this improved compliance raised professional regulatory body revenues. The review of Government records revealed few references to KHWIS; however, documentation specifically cited the KHWIS as having improved the availability of human resources for health information regarding workforce planning

[Job Satisfaction: a quality indicator in nursing human resource management].

PubMed

Siqueira, Vera Thânia Alves; Kurcgant, Paulina

2012-02-01

This descriptive study addresses the job satisfaction of nurse managers and clinical nurses working at the Hematology and Hemotherapy Services of a public hospital in São Paulo. The study objectives were to identify the factors that caused job satisfaction among nurse managers and clinical nurses, and support the results in the development of indicators to evaluate the quality of nursing human resource management. The components of the study were: autonomy, interaction, professional status, job requirements, organizational norms and remuneration. Participants were 44 nurses. Data were collected using a Job Satisfaction Index (JSI) questionnaire. In conclusion, this study permitted the identification of the clinical nurse group, which was the most satisfied, with a JSI of 10.5; the managerial group scored 10.0. Regarding the satisfaction levels in regards to the current activity, 88.9% of the nurse managers reported feeling satisfied, as did 90.9% of clinical nurses. For both groups, autonomy was the component with the highest level of professional satisfaction.

Understanding and valuing the broader health system benefits of Uganda's national Human Resources for Health Information System investment.

PubMed

Driessen, Julia; Settle, Dykki; Potenziani, David; Tulenko, Kate; Kabocho, Twaha; Wadembere, Ismail

2015-08-31

To address the need for timely and comprehensive human resources for health (HRH) information, governments and organizations have been actively investing in electronic health information interventions, including in low-resource settings. The economics of human resources information systems (HRISs) in low-resource settings are not well understood, however, and warrant investigation and validation. This case study describes Uganda's Human Resources for Health Information System (HRHIS), implemented with support from the US Agency for International Development, and documents perceptions of its impact on the health labour market against the backdrop of the costs of implementation. Through interviews with end users and implementers in six different settings, we document pre-implementation data challenges and consider how the HRHIS has been perceived to affect human resources decision-making and the healthcare employment environment. This multisite case study documented a range of perceived benefits of Uganda's HRHIS through interviews with end users that sought to capture the baseline (or pre-implementation) state of affairs, the perceived impact of the HRHIS and the monetary value associated with each benefit. In general, the system appears to be strengthening both demand for health workers (through improved awareness of staffing patterns) and supply (by improving licensing, recruitment and competency of the health workforce). This heightened ability to identify high-value employees makes the health sector more competitive for high-quality workers, and this elevation of the health workforce also has broader implications for health system performance and population health. Overall, it is clear that HRHIS end users in Uganda perceived the system to have significantly improved day-to-day operations as well as longer term institutional mandates. A more efficient and responsive approach to HRH allows the health sector to recruit the best candidates, train employees in

A review of the application and contribution of discrete choice experiments to inform human resources policy interventions

PubMed Central

Lagarde, Mylene; Blaauw, Duane

2009-01-01

Although the factors influencing the shortage and maldistribution of health workers have been well-documented by cross-sectional surveys, there is less evidence on the relative determinants of health workers' job choices, or on the effects of policies designed to address these human resources problems. Recently, a few studies have adopted an innovative approach to studying the determinants of health workers' job preferences. In the absence of longitudinal datasets to analyse the decisions that health workers have actually made, authors have drawn on methods from marketing research and transport economics and used Discrete Choice Experiments to analyse stated preferences of health care providers for different job characteristics. We carried out a literature review of studies using discrete choice experiments to investigate human resources issues related to health workers, both in developed and developing countries. Several economic and health systems bibliographic databases were used, and contacts were made with practitioners in the field to identify published and grey literature. Ten studies were found that used discrete choice experiments to investigate the job preferences of health care providers. The use of discrete choice experiments techniques enabled researchers to determine the relative importance of different factors influencing health workers' choices. The studies showed that non-pecuniary incentives are significant determinants, sometimes more powerful than financial ones. The identified studies also emphasized the importance of investigating the preferences of different subgroups of health workers. Discrete choice experiments are a valuable tool for informing decision-makers on how to design strategies to address human resources problems. As they are relatively quick and cheap survey instruments, discrete choice experiments present various advantages for informing policies in developing countries, where longitudinal labour market data are seldom

Hospital management autonomy in Chile: the challenges for human resources in health.

PubMed

Méndez, Claudio A; Torres A, M Cristina

2010-04-01

In Latin America, some health sector reforms have included steps to the implementation of autonomous hospitals. In Chile, the health system is implementing a reform that introduces a network of self-managed institutions. These organizations will be high complexity centers that involve greater technical diversity, cost centers and mechanisms to evaluate users' satisfaction. For human resources in health, the implementation of these centers creates challenges in the planning of service provision and a change from the traditional management style of the teams to one based on networks. These challenges include the estimation of gaps in medical specialists and in other professions in the health sector. In order to be successful with self-management, Chile needs to establish universal and local policies that address training and the organization of health service provisioning in these institutions.

Human resource leadership: the key to improved results in health

PubMed Central

O'Neil, Mary L

2008-01-01

This article is the lead article in the Human Resources for Health journal's first quarterly feature. The series of seven articles has been contributed by Management Sciences for Health (MSH) under the theme of leadership and management in public health and will be published article by article over the next few weeks. The journal has invited Dr Manuel M. Dayrit, Director of the WHO Department of Human Resources for Health and former Minister of Health for the Philippines to launch the feature with an opening editorial to be found in the journal's blog. This opening article describes the human resource challenges that managers around the world report and analyses why solutions often fail to be implemented. Despite rising attention to the acute shortage of health care workers, solutions to the human resource (HR) crisis are difficult to achieve, especially in the poorest countries. Although we are aware of the issues and have developed HR strategies, the problem is that some old systems of leading and managing human resources for health do not work in today's context. The Leadership Development Program (LDP) is grounded on the belief that good leadership and management can be learned and practiced at all levels. The case studies in this issue were chosen to illustrate results from using the LDP at different levels of the health sector. The LDP makes a profound difference in health managers' attitudes towards their work. Rather than feeling defeated by a workplace climate that lacks motivation, hope, and commitment to change, people report that they are mobilized to take action to change the status quo. The lesson is that without this capacity at all levels, global policy and national HR strategies will fail to make a difference. PMID:18570657

Human trafficking: review of educational resources for health professionals.

PubMed

Ahn, Roy; Alpert, Elaine J; Purcell, Genevieve; Konstantopoulos, Wendy Macias; McGahan, Anita; Cafferty, Elizabeth; Eckardt, Melody; Conn, Kathryn L; Cappetta, Kate; Burke, Thomas F

2013-03-01

Human trafficking is an increasingly well-recognized human rights violation that is estimated to involve more than 2 million victims worldwide each year. The health consequences of this issue bring victims into contact with health systems and healthcare providers, thus providing the potential for identification and intervention. A robust healthcare response, however, requires a healthcare workforce that is aware of the health impact of this issue; educated about how to identify and treat affected individuals in a compassionate, culturally aware, and trauma-informed manner; and trained about how to collaborate efficiently with law enforcement, case management, and advocacy partners. This article describes existing educational offerings about human trafficking designed for a healthcare audience and makes recommendations for further curriculum development. A keyword search and structured analysis of peer-reviewed and gray literature, conducted in 2011 and 2012, yielded 27 items that provide basic guidance to health professionals on human trafficking. The 27 resources differed substantially in format, length, scope, and intended audience. Topic areas covered by these resources included trafficking definitions and scope, health consequences, victim identification, appropriate treatment, referral to services, legal issues, and security. None of the educational resources has been rigorously evaluated. There is a clear need to develop, implement, and evaluate high-quality education and training programs that focus on human trafficking for healthcare providers. Copyright © 2013 American Journal of Preventive Medicine. Published by Elsevier Inc. All rights reserved.

Competency-based training model for human resource management and development in public sector

NASA Astrophysics Data System (ADS)

Prabawati, I.; Meirinawati; AOktariyanda, T.

2018-01-01

Human Resources (HR) is a very important factor in an organization so that human resources are required to have the ability, skill or competence in order to be able to carry out the vision and mission of the organization. Competence includes a number of attributes attached to the individual which is a combination of knowledge, skills, and behaviors that can be used as a mean to improve performance. Concerned to the demands of human resources that should have the knowledge, skills or abilities, it is necessary to the development of human resources in public organizations. One form of human resource development is Competency-Based Training (CBT). CBT focuses on three issues, namely skills, competencies, and competency standard. There are 5 (five) strategies in the implementation of CBT, namely: organizational scanning, strategic planning, competency profiling, competency gap analysis, and competency development. Finally, through CBT the employees within the organization can reduce or eliminate the differences between existing performance with a potential performance that can improve the knowledge, expertise, and skills that are very supportive in achieving the vision and mission of the organization.

Managing human resources for successful strategy execution.

PubMed

Arnold, Edwin

2010-01-01

Managers face difficult challenges when they implement organizational strategies to achieve important goals. Execution of strategy has become more dependent upon the effective management of human resources. This article suggests how people can be managed more effectively to facilitate the execution of strategies and improve organizational performance.

Hiring Practices for Human Resource Professionals: Implications for Counseling and Curriculum Development.

ERIC Educational Resources Information Center

Goza, Barbara K.; Lau, Andrea DeBellis

1992-01-01

Employers (n=107) of human resource professionals described their hiring practices. Only 13 companies had human resource internship placements for college students. Most widely used methods for recruiting were newspapers, informal channels, and internal recruitment. Highest rating for initial screening criteria were given to job experience in…

Human Resource Management: Managerial Efficacy in Recruiting and Retaining Teachers-- National Implications

ERIC Educational Resources Information Center

Butcher, Jennifer; Kritsonis, William Allan

2007-01-01

Human Resource Management is a branch of an organization which recruits and develops personnel to promote the organization's objectives. Human Resource Management involves interviewing applicants, training staff, and employee retention. Compensation, benefits, employee/labor relations, health, safety, and security issues are a few of the aspects…

Big hat, no cattle: managing human resources.

PubMed

Skinner, W

1981-01-01

When faced with business problems, managers naturally make identifying the trouble their priority. Once that is done, at least half the job is over; finding solutions is just a matter of time. This hasn't been so, however, with the human resources problem: how to motivate employees. Sixty years ago, the Hawthorne experiments revealed the issue, and ever since, managers, researchers, and consultants have been searching for the answer to the human resources problem. Why aren't employees as productive, loyal, and dedicated to their companies as their managers know they can be? The author of this article proposes four reasons why actuality has fallen so far below expectation in personnel management, namely, that managers' expectations have been too high in the first place, that the concepts staff professionals offer managers are frequently contradictory, that the corporate role of personnel has always been problematic, and finally, that managers hold assumptions concerning their employees that undermine efforts to motivate them.

Addressing basic resource needs to improve primary care quality: a community collaboration programme.

PubMed

Berkowitz, Seth A; Hulberg, A Catherine; Hong, Clemens; Stowell, Brian J; Tirozzi, Karen J; Traore, Carine Y; Atlas, Steven J

2016-03-01

Unmet basic resource needs, such as difficulty affording healthcare, medications, food and housing, may contribute to worse healthcare quality indicators, but interventions are hampered by lack of specific knowledge regarding the distribution of unmet basic resource needs and their association with priority clinical conditions and health service use patterns. Cross-sectional study of primary care patients in two urban academic practices from 1 October 2013 to 30 April 2014. Patients were screened for unmet needs and enrolled in a programme to link them with community resources. Key measures included patient report of unmet basic resource needs, clinical conditions prioritised by quality improvement programmes (hypertension, diabetes and depression), and health service use patterns such as frequent emergency department (ED) visits (>2 in the preceding year) and frequent clinic 'no-shows' (>1 in the preceding year). 416 patients with unmet needs were included, and compared with 2750 patients who did not report needs. The most common types of needs reported were: difficulties affording healthcare (46.5%), food (40.1%) and utilities (36.3%). Patients who reported unmet needs were more likely to have depression (17.8% vs 9.5%, p<0.0001), diabetes (32.7% vs 20.4%, p<0.0001), hypertension (54.3% vs 46.3%, p=0.002), be frequent ED users (11.3% vs 5.4%, p<0.0001), and have frequent 'no-shows' to clinic (21.6% vs 11.9%, p<0.0001). Difficulty affording healthcare and food are particularly common needs among patients with priority conditions. Strategies to identify and address unmet needs as part of routine care may be an important way to improve healthcare quality. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/

Sharing the benefits of genetic resources: from biodiversity to human genetics.

PubMed

Schroeder, Doris; Lasén-Díaz, Carolina

2006-12-01

Benefit sharing aims to achieve an equitable exchange between the granting of access to a genetic resource and the provision of compensation. The Convention on Biological Diversity (CBD), adopted at the 1992 Earth Summit in Rio de Janeiro, is the only international legal instrument setting out obligations for sharing the benefits derived from the use of biodiversity. The CBD excludes human genetic resources from its scope, however, this article considers whether it should be expanded to include those resources, so as to enable research subjects to claim a share of the benefits to be negotiated on a case-by-case basis. Our conclusion on this question is: 'No, the CBD should not be expanded to include human genetic resources.' There are essential differences between human and non-human genetic resources, and, in the context of research on humans, an essentially fair exchange model is already available between the health care industry and research subjects. Those who contribute to research should receive benefits in the form of accessible new health care products and services, suitable for local health needs and linked to economic prosperity (e.g. jobs). When this exchange model does not apply, as is often the case in developing countries, individually negotiated benefit sharing agreements between researchers and research subjects should not be used as 'window dressing'. Instead, national governments should focus their finances on the best economic investment they could make; the investment in population health and health research as outlined by the World Health Organization's Commission on Macroeconomics and Health; whilst international barriers to such spending need to be removed.

Evaluation of Natural Resource Interventions

ERIC Educational Resources Information Center

Rowe, Andy

2012-01-01

This article provides a frame for evaluation of natural resource interventions, which necessarily involves both human and natural systems. Two-system evaluands require us to adapt evaluation methods for comparison and attribution and to address differences in time and space occurring across the systems as well as potentially very different values…

The Thinking Styles of Human Resource Practitioners

ERIC Educational Resources Information Center

Higgins, Paul; Zhang, Li-fang

2009-01-01

Purpose: Drawing upon Sternberg's theory of mental self-government, this paper aims to investigate the thinking styles and workplace experiences of 152 human resource (HR) practitioners pursuing Chartered Institute of Personnel and Development (CIPD) membership. It seeks to explore whether their thinking styles complemented their jobs and consider…

Learning about the Human Genome. Part 2: Resources for Science Educators. ERIC Digest.

ERIC Educational Resources Information Center

Haury, David L.

This ERIC Digest identifies how the human genome project fits into the "National Science Education Standards" and lists Human Genome Project Web sites found on the World Wide Web. It is a resource companion to "Learning about the Human Genome. Part 1: Challenge to Science Educators" (Haury 2001). The Web resources and…

Web-Based Geospatial Tools to Address Hazard Mitigation, Natural Resource Management, and Other Societal Issues

USGS Publications Warehouse

Hearn,, Paul P.

2009-01-01

Federal, State, and local government agencies in the United States face a broad range of issues on a daily basis. Among these are natural hazard mitigation, homeland security, emergency response, economic and community development, water supply, and health and safety services. The U.S. Geological Survey (USGS) helps decision makers address these issues by providing natural hazard assessments, information on energy, mineral, water and biological resources, maps, and other geospatial information. Increasingly, decision makers at all levels are challenged not by the lack of information, but by the absence of effective tools to synthesize the large volume of data available, and to utilize the data to frame policy options in a straightforward and understandable manner. While geographic information system (GIS) technology has been widely applied to this end, systems with the necessary analytical power have been usable only by trained operators. The USGS is addressing the need for more accessible, manageable data tools by developing a suite of Web-based geospatial applications that will incorporate USGS and cooperating partner data into the decision making process for a variety of critical issues. Examples of Web-based geospatial tools being used to address societal issues follow.

Strategic Business Planning and Human Resources: Part I.

ERIC Educational Resources Information Center

Smith, Eddie C.

1982-01-01

The maturity of a business is strategically important because an organization's characteristics change as it ages. Similarly, elements of the human resource program (compensation, benefits, staff development, etc.) also change as the business matures. (SK)

Addressing trend-related changes within cumulative effects studies in water resources planning

DOE Office of Scientific and Technical Information (OSTI.GOV)

Canter, L.W., E-mail: envimptr@aol.com; Chawla, M.K.; Swor, C.T.

2014-01-15

Summarized herein are 28 case studies wherein trend-related causative physical, social, or institutional changes were connected to consequential changes in runoff, water quality, and riparian and aquatic ecological features. The reviewed cases were systematically evaluated relative to their identified environmental effects; usage of analytical frameworks, and appropriate models, methods, and technologies; and the attention given to mitigation and/or management of the resultant causative and consequential changes. These changes also represent important considerations in project design and operation, and in cumulative effects studies associated therewith. The cases were grouped into five categories: institutional changes associated with legislation and policies (seven cases);more » physical changes from land use changes in urbanizing watersheds (eight cases); physical changes from land use changes and development projects in watersheds (four cases); physical, institutional, and social changes from land use and related policy changes in river basins (three cases); and multiple changes within a comprehensive study of land use and policy changes in the Willamette River Basin in Oregon (six cases). A tabulation of 110 models, methods and technologies used in the studies is also presented. General observations from this review were that the features were unique for each case; the consequential changes were logically based on the causative changes; the analytical frameworks provided relevant structures for the studies, and the identified methods and technologies were pertinent for addressing both the causative and consequential changes. One key lesson was that the cases provide useful, “real-world” illustrations of the importance of addressing trend-related changes in cumulative effects studies within water resources planning. Accordingly, they could be used as an “initial tool kit” for addressing trend-related changes.« less

Human Resource Development in the United Kingdom.

ERIC Educational Resources Information Center

1999

These four papers are from a symposium on human resource development (HRD) in the United Kingdom. "HRD and Psychological Contracts: A Case Study of Lifelong Learning" (Graeme Martin, Judy Pate, Jim McGoldrick) explores the influence of a lifelong learning program on employee perceptions of their psychological contracts in a longitudinal…

Evaluating Results of Human Resources Programs/Practices.

ERIC Educational Resources Information Center

Blai, Boris Jr.

1989-01-01

Contends that wise management human resources decisions may yield direct payroll savings in fewer workers for compatible production; controllable personnel turnover; greater flexibility to achieve new and emergency jobs; low waste, reject and accident programs; and low sick absences. Systematic follow-up must be integral part of effort to achieve…

The Asian Human Resource Approach in Global Perspective.

ERIC Educational Resources Information Center

Cummings, William K.

1995-01-01

Challenges the prevailing Western approach to education by asserting that several Asian nations have and are developing a distinctive approach to human resource development. Describes characteristics of this approach and contrasts it to the Western model. (CFR)

A Competency-Based Human Resource Development Strategy

ERIC Educational Resources Information Center

Gangani, Noordeen; McLean, Gary N.; Braden, Richard A.

2006-01-01

This article explores some of the major issues in developing and implementing a competency-based human resource development strategy. The article summarizes a brief literature review on how competency models can be developed and implemented to improve employee performance. A case study is presented of American Medical Systems (AMS), a mid-sized…

Integrating Oracle Human Resources with Other Modules

NASA Technical Reports Server (NTRS)

Sparks, Karl; Shope, Shawn

1998-01-01

One of the most challenging aspects of implementing an enterprise-wide business system is achieving integration of the different modules to the satisfaction of diverse customers. The Jet Propulsion Laboratory's (JPL) implementation of the Oracle application suite demonstrates the need to coordinate Oracle Human Resources Management System (HRMS) decision across the Oracle modules.

Human Resources Management & Development Handbook. Second Edition.

ERIC Educational Resources Information Center

Tracey, William R., Ed.

This revised handbook on the theory and practice of human resources management and development (HRM/D) focuses on people management and the personnel development processes. The book's 18 parts and 102 chapters by 107 contributors provide authoritative and comprehensive information on every aspect of modern HRM/D. Part 1 provides an overview of…

Training for the Management of Human Resources.

ERIC Educational Resources Information Center

Department of Employment, London (England).

The recommendations of the report by the Personnel Management/Training Sub-Committee of the Joint Industrial Training Boards Committee for Commercial and Administrative Training are intended for the education and training of all those professionally engaged as specialists in the management of human resources. They are to be used as a framework…

Human Ageing Genomic Resources: new and updated databases

PubMed Central

Tacutu, Robi; Thornton, Daniel; Johnson, Emily; Budovsky, Arie; Barardo, Diogo; Craig, Thomas; Diana, Eugene; Lehmann, Gilad; Toren, Dmitri; Wang, Jingwei; Fraifeld, Vadim E

2018-01-01

Abstract In spite of a growing body of research and data, human ageing remains a poorly understood process. Over 10 years ago we developed the Human Ageing Genomic Resources (HAGR), a collection of databases and tools for studying the biology and genetics of ageing. Here, we present HAGR’s main functionalities, highlighting new additions and improvements. HAGR consists of six core databases: (i) the GenAge database of ageing-related genes, in turn composed of a dataset of >300 human ageing-related genes and a dataset with >2000 genes associated with ageing or longevity in model organisms; (ii) the AnAge database of animal ageing and longevity, featuring >4000 species; (iii) the GenDR database with >200 genes associated with the life-extending effects of dietary restriction; (iv) the LongevityMap database of human genetic association studies of longevity with >500 entries; (v) the DrugAge database with >400 ageing or longevity-associated drugs or compounds; (vi) the CellAge database with >200 genes associated with cell senescence. All our databases are manually curated by experts and regularly updated to ensure a high quality data. Cross-links across our databases and to external resources help researchers locate and integrate relevant information. HAGR is freely available online (http://genomics.senescence.info/). PMID:29121237

Beyond crisis resource management: new frontiers in human factors training for acute care medicine.

PubMed

Petrosoniak, Andrew; Hicks, Christopher M

2013-12-01

Error is ubiquitous in medicine, particularly during critical events and resuscitation. A significant proportion of adverse events can be attributed to inadequate team-based skills such as communication, leadership, situation awareness and resource utilization. Aviation-based crisis resource management (CRM) training using high-fidelity simulation has been proposed as a strategy to improve team behaviours. This review will address key considerations in CRM training and outline recommendations for the future of human factors education in healthcare. A critical examination of the current literature yields several important considerations to guide the development and implementation of effective simulation-based CRM training. These include defining a priori domain-specific objectives, creating an immersive environment that encourages deliberate practice and transfer-appropriate processing, and the importance of effective team debriefing. Building on research from high-risk industry, we suggest that traditional CRM training may be augmented with new training techniques that promote the development of shared mental models for team and task processes, address the effect of acute stress on team performance, and integrate strategies to improve clinical reasoning and the detection of cognitive errors. The evolution of CRM training involves a 'Triple Threat' approach that integrates mental model theory for team and task processes, training for stressful situations and metacognition and error theory towards a more comprehensive training paradigm, with roots in high-risk industry and cognitive psychology. Further research is required to evaluate the impact of this approach on patient-oriented outcomes.

Social Responsibility of Human Resource Development: How Our Definitions and Worldviews Impact Our Leadership Role. Town Forum. [Concurrent Town Forum Session at AHRD Annual Conference, 2000.

ERIC Educational Resources Information Center

Hatcher, Timothy G.; Brooks, Ann K.

The question of whether human resource development (HRD) should assume a leadership role in social responsibility has not been seriously or rigorously addressed in the HRD literature. As a multidisciplinary field, HRD is influenced not only by societal needs but also by underlying disciplines, including economics, psychology, general systems,…

[Development of human resources and the Plan of Action].

PubMed

Vidal, C

1984-01-01

This article (whose first part was published in the previous issue of Educación Médica y Salud) concludes an exhaustive review of manpower development in the Americas. This part considers the specific measures in this field enunciated in the Plan of Action; these measures pertain to four main areas: planning and programming of human resources, training in priority areas, utilization of human resources, and educational technology. The author discusses the present and future possibilities and obstacles of each of these activities and the steps to be taken to bring needs into line with real situations. It is of paramount importance that the national health authorities clearly spell out their policies for the development of human resources in the health field within the framework of general development policies. Another point to be insisted upon is the multiprofessional and multidisciplinary training of the health team and the importance of the education-service-supervision function, which usually results in permanent and continuing education, which in turn optimizes the utilization of personnel. However, none of this will be possible without an appropriate education technology with which to innovate, analyze and refine the entire education process and so meet the needs of both society and the health services.

Frontier In-Situ Resource Utilization for Enabling Sustained Human Presence on Mars

NASA Technical Reports Server (NTRS)

Moses, Robert W.; Bushnell, Dennis M.

2016-01-01

The currently known resources on Mars are massive, including extensive quantities of water and carbon dioxide and therefore carbon, hydrogen and oxygen for life support, fuels and plastics and much else. The regolith is replete with all manner of minerals. In Situ Resource Utilization (ISRU) applicable frontier technologies include robotics, machine intelligence, nanotechnology, synthetic biology, 3-D printing/additive manufacturing and autonomy. These technologies combined with the vast natural resources should enable serious, pre- and post-human arrival ISRU to greatly increase reliability and safety and reduce cost for human colonization of Mars. Various system-level transportation concepts employing Mars produced fuel would enable Mars resources to evolve into a primary center of trade for the inner solar system for eventually nearly everything required for space faring and colonization. Mars resources and their exploitation via extensive ISRU are the key to a viable, safe and affordable, human presence beyond Earth. The purpose of this paper is four-fold: 1) to highlight the latest discoveries of water, minerals, and other materials on Mars that reshape our thinking about the value and capabilities of Mars ISRU; 2) to summarize the previous literature on Mars ISRU processes, equipment, and approaches; 3) to point to frontier ISRU technologies and approaches that can lead to safe and affordable human missions to Mars; and 4) to suggest an implementation strategy whereby the ISRU elements are phased into the mission campaign over time to enable a sustainable and increasing human presence on Mars.

Ice Dragon: A Mission to Address Science and Human Exploration Objectives on Mars

NASA Technical Reports Server (NTRS)

Stoker, Carol R.; Davila, A.; Sanders, G.; Glass, Brian; Gonzales, A.; Heldmann, Jennifer; Karcz, J.; Lemke, L.; Sanders, G.

2012-01-01

We present a mission concept where a SpaceX Dragon capsule lands a payload on Mars that samples ground ice to search for evidence of life, assess hazards to future human missions, and demonstrate use of Martian resources.

Ice Dragon: A Mission to Address Science and Human Exploration Objectives on Mars

NASA Astrophysics Data System (ADS)

Stoker, C.; Davilla, A.; Davis, S.; Glass, B.; Gonzales, A.; Heldmann, J.; Karcz, J.; Lemke, L.; Sanders, G.

2012-06-01

We present a mission concept where a SpaceX Dragon capsule lands a payload on Mars that samples ground ice to search for evidence of life, assess hazards to future human missions, and demonstrate use of Martian resources.

The Answer Is Blowing in the Wind. Investment in Training from a Human Resource Accounting Perspective.

ERIC Educational Resources Information Center

Johanson, Ulf

1998-01-01

Presents components of human resource accounting (HRA)--description of human resource costs, estimation of return on investment, estimation of human resource values. Reviews research on the influence of HRA on decision making, concluding that a number of factors inhibit its effective use. (SK)

An Empirical Study on Low-Carbon: Human Resources Performance Evaluation

PubMed Central

Chen, Quan; Tsai, Sang-Bing; Zhou, Jie; Yu, Jian; Chang, Li-Chung; Li, Guodong; Zheng, Yuxiang; Wang, Jiangtao

2018-01-01

Low-carbon logistics meets the requirements of a low-carbon economy and is the most effective operating model for logistic development to achieve sustainability by coping with severe energy consumption and global warming. Low-carbon logistics aims to reduce carbon intensity rather than simply reduce energy consumption and carbon emissions. Human resources are an important part of the great competition in the logistics market and significantly affect the operations of enterprises. Performance evaluations of human resources are particularly important for low-carbon logistics enterprises with scarce talents. Such evaluations in these enterprises are of great significance for their strategic development. This study constructed a human resource performance evaluation system to assess non-managerial employees’ low-carbon job capacity, job performance, and job attitude in the low-carbon logistics sector. The case study results revealed that the investigated company enjoyed initial success after having promoted low-carbon concepts and values to its non-managerial employees, and the success was demonstrated by excellent performance in its employees’ job attitude and knowledge. This study adopts the AHP method to reasonably determine an indicator system of performance evaluation and its weight to avoid certain human-caused bias. This study not only fills the gap in the related literature, but can also be applied to industrial practice. PMID:29301375

An Empirical Study on Low-Carbon: Human Resources Performance Evaluation.

PubMed

Chen, Quan; Tsai, Sang-Bing; Zhai, Yuming; Zhou, Jie; Yu, Jian; Chang, Li-Chung; Li, Guodong; Zheng, Yuxiang; Wang, Jiangtao

2018-01-03

Low-carbon logistics meets the requirements of a low-carbon economy and is the most effective operating model for logistic development to achieve sustainability by coping with severe energy consumption and global warming. Low-carbon logistics aims to reduce carbon intensity rather than simply reduce energy consumption and carbon emissions. Human resources are an important part of the great competition in the logistics market and significantly affect the operations of enterprises. Performance evaluations of human resources are particularly important for low-carbon logistics enterprises with scarce talents. Such evaluations in these enterprises are of great significance for their strategic development. This study constructed a human resource performance evaluation system to assess non-managerial employees' low-carbon job capacity, job performance, and job attitude in the low-carbon logistics sector. The case study results revealed that the investigated company enjoyed initial success after having promoted low-carbon concepts and values to its non-managerial employees, and the success was demonstrated by excellent performance in its employees' job attitude and knowledge. This study adopts the AHP method to reasonably determine an indicator system of performance evaluation and its weight to avoid certain human-caused bias. This study not only fills the gap in the related literature, but can also be applied to industrial practice.

Lunar Polar In Situ Resource Utilization (ISRU) as a Stepping Stone for Human Exploration

NASA Technical Reports Server (NTRS)

Sanders, Gerald B.

2013-01-01

A major emphasis of NASA is to extend and expand human exploration across the solar system. While specific destinations are still being discussed as to what comes first, it is imperative that NASA create new technologies and approaches that make space exploration affordable and sustainable. Critical to achieving affordable and sustainable exploration beyond low Earth orbit (LEO) are the development of technologies and approaches for advanced robotics, power, propulsion, habitats, life support, and especially, space resource utilization systems. Space resources and how to use them, often called In-Situ Resource Utilization (ISRU), can have a tremendous beneficial impact on robotic and human exploration of the Moon, Mars, Phobos, and Near Earth Objects (NEOs), while at the same time helping to solve terrestrial challenges and enabling commercial space activities. The search for lunar resources, demonstration of extraterrestrial mining, and the utilization of resource-derived products, especially from polar volatiles, can be a stepping stone for subsequent human exploration missions to other destinations of interest due to the proximity of the Moon, complimentary environments and resources, and the demonstration of critical technologies, processes, and operations. ISRU and the Moon: There are four main areas of development interest with respect to finding, obtaining, extracting, and using space resources: Prospecting for resources, Production of mission critical consumables like propellants and life support gases, Civil engineering and construction, and Energy production, storage, and transfer. The search for potential resources and the production of mission critical consumables are the primary focus of current NASA technology and system development activities since they provide the greatest initial reduction in mission mass, cost, and risk. Because of the proximity of the Moon, understanding lunar resources and developing, demonstrating, and implementing lunar ISRU

Human Resource Planning: An Introduction. Report 312.

ERIC Educational Resources Information Center

Reilly, Peter

This report is designed to give readers an introduction to the principles of human resource planning (HRP) and the areas in which it can be used, including those facing today's managers. Chapter 1 outlines why some organizations no longer plan, describes the background of change and uncertainty that discouraged them, and defines HRP. Chapter 2…

The impact of union elections on human resources management practices in hospitals.

PubMed

Deshpande, Satish P

2002-06-01

The purpose of this article is to explore top management's perceptions of how various human resources management (HRM) practices changed in hospitals (n = 101) after union elections. Significant increases in many HRM practices that are believed to lead to competitive advantage through human resources were reported in firms in which unions lost elections but not in firms where unions were certified.

78 FR 64254 - Advisory Committee for Education and Human Resources; Cancellation of Meeting

Federal Register 2010, 2011, 2012, 2013, 2014

2013-10-28

... NATIONAL SCIENCE FOUNDATION Advisory Committee for Education and Human Resources; Cancellation of... Foundation is issuing this notice to cancel the November 6-7, 2013 Advisory Committee for Education and Human Resources meeting. The public notice for this committee was published in the Federal Register on October 3...

International Human Resource Management Education: A Survey of HR Professionals, Suggestions for Skill Dissemination.

ERIC Educational Resources Information Center

Barclay, Lizabeth A.; Wagner-Marsh, Fraya; Loewe, G. Michael

2002-01-01

Surveyed a human resource professional association about training and interest in international human resources management. Based on results, offers recommendations for expanding coverage of this topic in credit and non-credit courses. (EV)

Human Resource Development Issues in the Implementation of the Western China Development Strategy

ERIC Educational Resources Information Center

Xiao, Mingzheng

2007-01-01

This paper systematically illustrates the value and role of human resource development in the implementation of the Western China development strategy. It analyzes in details some current human resource issues constraining the implementation of the Western China development strategy and those on the sustainable development process of economic…

A Development Dilemma for Secondary Vocational Education: Instrumentalist Tendencies in Human Resource Development

ERIC Educational Resources Information Center

Wang, Dong

2013-01-01

Human resource development is one of the theories guiding China's development of secondary vocational education. Secondary vocational education has always played a role in human resource training and development from the nation's founding to the present. In Chinese society today, however, there is a clear instrumentalist tendency in secondary…

The Development of a Modelling Solution to Address Manpower and Personnel Issues Using the IPME

DTIC Science & Technology

2010-11-01

training for a military system. It deals with the number of personnel spaces and available people. One of the main concerns in this domain is to...are often addressed by examining existing solutions for similar systems and/or a trial-and-error method based on human-in- the -loop tests. Such an...significant effort and resources on the development of a human performance modelling software, the Integrated Performance Modelling Environment (IPME

Minnesota Area Vocational-Technical Institutes. A Plan to Address Declining Enrollments and Resources. Submitted to the Minnesota State Legislature

ERIC Educational Resources Information Center

Minnesota State Board for Vocational Education, St. Paul.

In March 1982, the Minnesota Division of Vocational-Technical Education received requests from State legislators to develop an action plan to address the problems of declining enrollments and resources. In response to this request, a plan was developed whereby area vocational-technical institutes (AVTIs) in the State would (1) promote a process…

Big Hat, No Cattle: Managing Human Resources, Part 1.

ERIC Educational Resources Information Center

Skinner, Wickham

1982-01-01

Presents an in-depth analysis of problems and a suggested approach to developing human resources which goes beyond identifying symptoms and provides a comprehensive perspective for building an effective work force. (JOW)

Higher Education Department Chairs and Academic Human Resource Decision Making: Does Unionization Matter?

ERIC Educational Resources Information Center

Dzwik, Leigh Settlemoir

2017-01-01

The purpose of this study was to assess faculty unionization's impact on academic human resource decision making for department chairs. The academic human resource decisions included in the study were: academic hiring; re-employment, promotion and tenure; other faculty evaluation decisions; and discipline and discharge. The first purpose of this…

Getting Human Resource Planning on the Dean's List.

ERIC Educational Resources Information Center

Vetter, Eric W.

1985-01-01

The author analyzes human resource planning, in which he gives the various aspects of career development a report card that, the author states, shows the field is far from achieving its self-stated goals. He states that succession planning and systems approaches would help this situation. (CT)

The Internet Compendium: Subject Guides to Humanities Resources.

ERIC Educational Resources Information Center

Rosenfeld, Louis; And Others

This guide describes and evaluates the Internet's humanities resources by subject. It offers information on a multitude of listservs; Usenet newsgroups; forums; electronic journals; topical mailing lists; text archives; Freenets; bulletin boards; FAQs; newsletters; real-time chats; databases; and library catalogs. Internet users can draw upon…

Williamsburg County Human Resources Campus (WCHRC): Planning Report.

ERIC Educational Resources Information Center

Wynn, Eddie D.; And Others

Investigating the feasibility of a human resources campus designed to locate all Williamsburg County (a rurally disadvantaged South Carolina county) health and social service agencies in one consolidated area, project objectives were to investigate: agency characteristics; ownership, management, and financing aspects of the campus concept;…

Human Resource Development, Ethics, and the Social Good

ERIC Educational Resources Information Center

Quinn, Floyd F.

2018-01-01

Businesses can achieve competitive advantage and better productivity and performance by attracting and developing exceptional employees, by caring for and listening to stakeholders, and by avoiding financial and reputational damage due to unethical and illegal behaviors. As a profession, human resource development (HRD) engages in practices that…

Labor of love. A model for planning human resource needs.

PubMed

Brady, F J

1989-01-01

Typically, the annual budgeting process is the hospital's only attempt to forecast human resource requirements. In times of rapid change, this traditional ad hoc approach is incapable of satisfying either the Catholic hospital's ethical obligations as an employer or its responsibilities to provide healthcare to the poor and suffering. Assumptions about future activity, including volume projections on admissions, patient days, and other services, influence the budgeting process to a large degree. Because the amount of work to be done and the number of employees required to do it are related, changes in demand for service immediately and directly affect staffing requirements. A hospital cannot achieve ethical human resource management or provide high-quality healthcare if inadequate planning forces management into a cycle of crisis-coping--reacting to this year's nursing shortage with a major recruiting effort and next year's financial crunch with a traumatic reduction in force. The human resource planning approach outlined here helps the hospital meet legitimate business needs while satisfying its ethical obligations. The model has four phases and covers a charge to the planning committee; committee appointments; announcements; the establishment of ground rules, focus, and task forces; and the work of each task force.

Learning on human resources management in the radiology residency program*

PubMed Central

de Oliveira, Aparecido Ferreira; Lederman, Henrique Manoel; Batista, Nildo Alves

2014-01-01

Objective To investigate the process of learning on human resource management in the radiology residency program at Escola Paulista de Medicina - Universidade Federal de São Paulo, aiming at improving radiologists' education. Materials and Methods Exploratory study with a quantitative and qualitative approach developed with the faculty staff, preceptors and residents of the program, utilizing a Likert questionnaire (46), taped interviews (18), and categorization based on thematic analysis. Results According to 71% of the participants, residents have clarity about their role in the development of their activities, and 48% said that residents have no opportunity to learn how to manage their work in a multidisciplinary team. Conclusion Isolation at medical records room, little interactivity between sectors with diversified and fixed activities, absence of a previous culture and lack of a training program on human resources management may interfere in the development of skills for the residents' practice. There is a need to review objectives of the medical residency in the field of radiology, incorporating, whenever possible, the commitment to the training of skills related to human resources management thus widening the scope of abilities of the future radiologists. PMID:25741056

A Fuzzy Query Mechanism for Human Resource Websites

NASA Astrophysics Data System (ADS)

Lai, Lien-Fu; Wu, Chao-Chin; Huang, Liang-Tsung; Kuo, Jung-Chih

Users' preferences often contain imprecision and uncertainty that are difficult for traditional human resource websites to deal with. In this paper, we apply the fuzzy logic theory to develop a fuzzy query mechanism for human resource websites. First, a storing mechanism is proposed to store fuzzy data into conventional database management systems without modifying DBMS models. Second, a fuzzy query language is proposed for users to make fuzzy queries on fuzzy databases. User's fuzzy requirement can be expressed by a fuzzy query which consists of a set of fuzzy conditions. Third, each fuzzy condition associates with a fuzzy importance to differentiate between fuzzy conditions according to their degrees of importance. Fourth, the fuzzy weighted average is utilized to aggregate all fuzzy conditions based on their degrees of importance and degrees of matching. Through the mutual compensation of all fuzzy conditions, the ordering of query results can be obtained according to user's preference.

Human Rights: The Struggle for Freedom, Dignity and Equality. Resource Guide.

ERIC Educational Resources Information Center

Connecticut State Dept. of Education, Hartford.

Every human being deserves the right to live in freedom and dignity. Yet human rights violations dominate the headlines. In addition to becoming sensitive to human pain and suffering, young adults must also begin the lifelong process of creating, recognizing, and exercising options. This resource guide contains suggested questions and projects…

Globally Competitive People: Final Report to the Human Resource Committee.

ERIC Educational Resources Information Center

Pennington, Hilary; Austin, John

A globally competitive Mississippi must be built through investment in the education, training, and skills of its people. Recommendations for improving the system involve (1) a human resource and economic development strategy built on a partnership between the state and communities and (2) a state-level human capital strategy board. Critical…

Human Resource Blueprints in Irish High-Tech Start-Up Firms

ERIC Educational Resources Information Center

Keating, Mary A.; Olivares, Mariabrisa

2006-01-01

Focusing on Irish high-tech start-ups, this paper reports on the results of an empirical study of organization building by entrepreneurial firms, specifically in relation to human resource practices. The research findings are benchmarked with findings from SPEC, the Stanford Project of Emerging Companies (Baron and Hannan, 2002). Human resources…

Human Resource Management in Australian Registered Training Organisations

ERIC Educational Resources Information Center

Smith, Andrew; Hawke Geof

2008-01-01

This report forms part of a comprehensive research program that has examined issues related to building the organisational capability of vocational education and training providers. In particular, this report focuses on the current state of human resource management practice in both technical and further education and private registered training…

Human resource management and performance in healthcare organisations.

PubMed

Harris, Claire; Cortvriend, Penny; Hyde, Paula

2007-01-01

The purpose of this paper is to compare the evidence from a range of reviews concerned with the links between human resource management (HRM) and performance. The aim of the paper is to review this diverse literature, and to derive human resource (HR) implications for healthcare researchers, policy makers and managers. Recent reviews of the human resource management and performance literature are examined, in addition to the inclusion of a previously unpublished review. Their methods, HRM focus, findings and recommendations are contrasted in order to produce this review. The paper finds that relationships have been found between a range of HRM practices, policies systems and performance. Despite being an important concern for HR professionals, there is little research exploring the link between HRM and performance in the health sector. The paper sees that recent studies have found HRM practices to be associated with patient outcomes such as mortality, yet they yield little information regarding the processes through which HRM affects individual performance and its consequent impact on patient care. The use of approaches that seek to gain an understanding of workers' interpretations of their experience, i.e. the psychological process through which HRM can affect individual performance, may shed some light on how these processes work in practice. The paper shows that increasing autonomy for healthcare organisations in the UK, i.e. Foundation Trusts, may offer increased opportunity for locally tailored HR systems and practices. The paper presents findings drawn from a review of previous research on a subject of increasing relevance to HR researchers and practitioners in healthcare organisations. The paper indicates alternative approaches to research and practice in light of extant research.

Revitalizing Society: Practicing Human Resource Development through the Lifespan.

ERIC Educational Resources Information Center

Carter, Phillip Dean

1988-01-01

It is time to practice sound principles of human resources development in learning environments and to promote a cooperative, creative, collaboative, and participative leadership style in education as well as in industry, business, and government. (JOW)

From Bunker to Building: Results from the 2010 Chief Human Resource Officer Survey

ERIC Educational Resources Information Center

Wright, Patrick M.; Stewart, Mark

2011-01-01

In 2009, the researchers, with funding from the Center for Advanced Human Resource Studies (CAHRS), began conducting the annual Chief Human Resource Officers (CHRO) Survey. The 2009 survey was sent to CHROs at the U.S. Fortune 150 companies, as well as to ten other CHROs at CAHRS partner companies. That survey focused on understanding how CHROs…

New Models and Metaphors for Human Resource Development.

ERIC Educational Resources Information Center

1999

This document contains two reports from a poster session on new ideas and models in human resource development (HRD). The first presentation, "Two-way Customer-Service Provider Cycle" (Harriet V. Lawrence, Albert K. Wiswell), discusses a two-way supply cycle model that illustrates relational issues in customer service, including needs…

Human Resource Development: A Foundation for Participative Leadership.

ERIC Educational Resources Information Center

Appelbaum, Steven H.

1979-01-01

Discusses management theories and reports on a study establishing that, if managers are exposed to modern human resources management theories through a series of training programs, they will adopt a participative leadership style, and that this style will be reflected in their attitudes and the perceptions of their subordinates. (Author/IRT)

Developing Entrepreneurial Resilience: Implications for Human Resource Development

ERIC Educational Resources Information Center

Lee, Jin; Wang, Jia

2017-01-01

Purpose: Leadership development has attracted much research attention within the human resource development (HRD) community. However, little scholarly effort has been made to study a special group of leaders--entrepreneurs. This paper aims to fill in this knowledge gap by taking a close look at entrepreneurial resilience, a key ability of…

Spatial patterns of schistosomiasis in Burkina Faso: relevance of human mobility and water resources development

NASA Astrophysics Data System (ADS)

Perez-Saez, Javier; Bertuzzo, Enrico; Frohelich, Jean-Marc; Mande, Theophile; Ceperley, Natalie; Sou, Mariam; Yacouba, Hamma; Maiga, Hamadou; Sokolow, Susanne; De Leo, Giulio; Casagrandi, Renato; Gatto, Marino; Mari, Lorenzo; Rinaldo, Andrea

2015-04-01

We study the spatial geography of schistosomiasis in the african context of Burkina Faso by means of a spatially explicit model of disease dynamics and spread. The relevance of our work lies in its ability to describe quantitatively a geographic stratification of the disease burden capable of reproducing important spatial differences, and drivers/controls of disease spread. Among the latters, we consider specifically the development and management of water resources which have been singled out empirically as an important risk factor for schistosomiasis. The model includes remotely acquired and objectively manipulated information on the distributions of population, infrastructure, elevation and climatic drivers. It also includes a general description of human mobility and addresses a first-order characterization of the ecology of the intermediate host of the parasite causing the disease based on maximum entropy learning of relevant environmenal covariates. Spatial patterns of the disease were analyzed about their disease-free equilibrium by proper extraction and mapping of suitable eigenvectors of the Jacobian matrix subsuming all stability properties of the system. Human mobility was found to be a primary control of both pathogen invasion success and of the overall distribution of disease burden. The effects of water resources development were studied by accounting for the (prior and posterior) average distances of human settlements from water bodies that may serve as suitable habitats to the intermediate host of the parasite. Water developments, in combination with human mobility, were quantitatively related to disease spread into regions previously nearly disease-free and to large-scale empirical incidence patterns. We concluded that while the model still needs refinements based on field and epidemiological evidence, the framework proposed provides a powerful tool for large-scale, long-term public health planning and management of schistosomiasis.

Climate change impact assessments on the water resources of India under extensive human interventions.

PubMed

Madhusoodhanan, C G; Sreeja, K G; Eldho, T I

2016-10-01

Climate change is a major concern in the twenty-first century and its assessments are associated with multiple uncertainties, exacerbated and confounded in the regions where human interventions are prevalent. The present study explores the challenges for climate change impact assessment on the water resources of India, one of the world's largest human-modified systems. The extensive human interventions in the Energy-Land-Water-Climate (ELWC) nexus significantly impact the water resources of the country. The direct human interventions in the landscape may surpass/amplify/mask the impacts of climate change and in the process also affect climate change itself. Uncertainties in climate and resource assessments add to the challenge. Formulating coherent resource and climate change policies in India would therefore require an integrated approach that would assess the multiple interlinkages in the ELWC nexus and distinguish the impacts of global climate change from that of regional human interventions. Concerted research efforts are also needed to incorporate the prominent linkages in the ELWC nexus in climate/earth system modelling.

Human resources in health research institutions in sub-Saharan African countries: results of a questionnaire-based survey.

PubMed

Kebede, Derege; Zielinski, Chris; Mbondji, Peter Ebongue; Sanou, Issa; Kouvividila, Wenceslas; Lusamba-Dikassa, Paul-Samson

2014-05-01

To describe human capacity and staff movement in national health research institutions in 42 sub-Saharan African countries. A structured questionnaire was used to solicit information on governance and stewardship from health research institutions. Eight hundred and forty-seven health research institutions in 42 sub-Saharan African countries. Key informants from 847 health research institutions. The availability, mix and quality of human resources in health research institutions. On average, there were 122 females employed per respondent health research institution, compared with 159 males. For researchers, the equivalent figures were nine females to 17 males. The average annual gross salary of researchers varied between US$ 12,260 for staff with 5-10 years of experience and US$ 14,772 for the institution head. Of those researchers who had joined the institution in the previous 12 months, 55% were employed on a full-time basis. Of the researchers who left the institutions in the same period, 71% had a full-time contract. Among all those who left, those who left to a non-research sector and to another country accounted for two-thirds. The study revealed significant gaps in the area of human capacity development for research in Africa. The results showed a serious shortage of qualified staff engaged in health research, with a dearth of staff that held at least a master's degree or doctoral degree. Major efforts will be required to strengthen human resource capacity, including addressing the lack of motivation or time for research on the part of existing capable staff. © The Royal Society of Medicine.

[Human resources for health in Chile: the reform's pending challenge].

PubMed

Méndez, Claudio A

2009-09-01

Omission of human resources from health policy development has been identified as a barrier in the health sector reform's adoption phase. Since 2002, Chile's health care system has been undergoing a transformation based on the principles of health as a human right, equity, solidarity, efficiency, and social participation. While the reform has set forth the redefinition of the medical professions, continuing education, scheduled accreditation, and the introduction of career development incentives, it has not considered management options tailored to the new setting, a human resources strategy that has the consensus of key players and sector policy, or a process for understanding the needs of health care staff and professionals. However, there is still time to undo the shortcomings, in large part because the reform's implementation phase only recently has begun. Overcoming this challenge is in the hands of the experts charged with designing public health strategies and policies.

Beginning Teachers' Perceptions of School Human Resource Practices

ERIC Educational Resources Information Center

Kwan, Paula

2009-01-01

Human resource (HR) management is defined as the sum of activities employed by an organization to attract, develop, and retain people with the appropriate knowledge and skills for effectively and efficiently achieving organizational goals. An understanding of the HR practices in schools is important, as the assembly of a team of qualified and…

Human Resource Education in the Middle East Region

ERIC Educational Resources Information Center

Dirani, Khalil M.; Hamie, Christine Silva

2017-01-01

Purpose: The purpose of this paper is to provide an overview of human resource development (HRD) education in Middle Eastern countries. In particular, the authors discuss the current state of HRD education, country readiness and challenges that hinder HRD progress in Middle Eastern countries. They argue that HRD programs need to prepare young…

Total quality management: managing the human dimension in natural resource agencies

Treesearch

Denzil Verardo

1995-01-01

Stewardship in an era of dwindling human resources requires new approaches to the way business is conducted in the public sector, and Total Quality Management (TQM) can be the avenue for this transformation. Resource agencies are no exception to this requirement, although modifications to "traditional" private enterprise versions of TQM implementation...

[The prospects for the development of human resources in Indonesia].

PubMed

Swasono, Y; Boediono

1990-12-01

Human resource development and associated policies are examined for Indonesia. The authors discuss the importance of education, health, women's status, population policy, and employment opportunities. (SUMMARY IN ENG)

Boundary Conditions of the High-Investment Human Resource Systems-Small-Firm Labor Productivity Relationship

ERIC Educational Resources Information Center

Chadwick, Clint; Way, Sean A.; Kerr, Gerry; Thacker, James W.

2013-01-01

Although a few published, multiindustry, firm-level, empirical studies have linked systems of high-investment or high-performance human resource management practices to enhanced small-firm performance, this stream of strategic human resource management research is underdeveloped and equivocal. Accordingly, in this study, we use a sample of…

Managers' perspectives on recruitment and human resource development practices in primary health care.

PubMed

Lammintakanen, Johanna; Kivinen, Tuula; Kinnunen, Juha

2010-12-01

The aim of this study is to describe primary health care managers' attitudes and views on recruitment and human resource development in general and to ascertain whether there are any differences in the views of managers in the southern and northern regions of Finland. A postal questionnaire was sent to 315 primary health care managers, of whom 55% responded. The data were analysed using descriptive statistics and cross-tabulation according to the location of the health centre. There were few differences in managers' attitudes and views on recruitment and human resource development. In the southern region, managers estimated that their organization would be less attractive to employees in the future and they were more positive about recruiting employees abroad. Furthermore, managers in the northern region were more positive regarding human resource development and its various practices. Although the results are preliminary in nature, it seems that managers in different regions have adopted different strategies in order to cope with the shrinking pool of new recruits. In the southern region, managers were looking abroad to find new employees, while in the northern region, managers put effort into retaining the employees in the organization with different human resource development practices.

Incorporating Campus-Based Cultural Resources into Humanities Courses

ERIC Educational Resources Information Center

Traver, Amy E.; Nedd, Rolecia

2018-01-01

In this article, the authors reviewed one effort to deepen students' connections to the humanities through the use of campus-based cultural resources at Queensborough Community College (QCC) of the City University of New York (CUNY), a minority-serving institution in one of the most diverse counties in the United States. Focusing specifically on…

National Human Resource Development: A Multi-Level Perspective

ERIC Educational Resources Information Center

Nair, Prakash Krishnan; Ke, Jie; Al-Emadi, Mohammed A. S.; Coningham, Beatriz; Conser, Jessica; Cornachione, Edgar; Devassy, Seeja Mary; Dhirani, Khalil

2007-01-01

Although there are have been some studies on National Human Resource Development and HRD practices in certain countries, literature shows that we have just scratched the surface in terms of the number of countries we know about. This exploratory study reviews research associated with HRD policies and practices in Brazil, China, India, Italy,…

Academy of Human Resource Development (AHRD) Conference Proceedings (Atlanta, Georgia, March 6-9, 1997).

ERIC Educational Resources Information Center

Torraco, Richard J., Ed.

These proceedings begin with the schedule, conference committee membership lists, and detailed agenda of the 1997 conference of the Academy of Human Resource Development, which explored the future of human resource development (HRD). Presented next are papers on HRD from scholars affiliated with organizations from 12 countries. The papers are…

The University Council for Workforce and Human Resource Education: Its History, Purpose, and Activities

ERIC Educational Resources Information Center

Johnson, Scott D.; Martinez, Reynaldo L., Jr.

2009-01-01

This article features the University Council for Workforce and Human Resource Education, a nonprofit organization representing leading United States universities that offer graduate programs in career and technical education (CTE) and human resource development (HRD). The mission of the Council is to be a recognized force in shaping the future of…

Advances in addressing technical challenges of point-of-care diagnostics in resource-limited settings

PubMed Central

Wang, ShuQi; Lifson, Mark A.; Inci, Fatih; Liang, Li-Guo; Sheng, Ye-Feng; Demirci, Utkan

2016-01-01

The striking prevalence of HIV, TB and malaria, as well as outbreaks of emerging infectious diseases, such as influenza A (H7N9), Ebola and MERS, poses great challenges for patient care in resource-limited settings (RLS). However, advanced diagnostic technologies cannot be implemented in RLS largely due to economic constraints. Simple and inexpensive point-of-care (POC) diagnostics, which rely less on environmental context and operator training, have thus been extensively studied to achieve early diagnosis and treatment monitoring in non-laboratory settings. Despite great input from material science, biomedical engineering and nanotechnology for developing POC diagnostics, significant technical challenges are yet to be overcome. Summarized here are the technical challenges associated with POC diagnostics from a RLS perspective and the latest advances in addressing these challenges are reviewed. PMID:26777725

Human resource recommendation algorithm based on ensemble learning and Spark

NASA Astrophysics Data System (ADS)

Cong, Zihan; Zhang, Xingming; Wang, Haoxiang; Xu, Hongjie

2017-08-01

Aiming at the problem of “information overload” in the human resources industry, this paper proposes a human resource recommendation algorithm based on Ensemble Learning. The algorithm considers the characteristics and behaviours of both job seeker and job features in the real business circumstance. Firstly, the algorithm uses two ensemble learning methods-Bagging and Boosting. The outputs from both learning methods are then merged to form user interest model. Based on user interest model, job recommendation can be extracted for users. The algorithm is implemented as a parallelized recommendation system on Spark. A set of experiments have been done and analysed. The proposed algorithm achieves significant improvement in accuracy, recall rate and coverage, compared with recommendation algorithms such as UserCF and ItemCF.

Controlling healthcare professionals: how human resource management influences job attitudes and operational efficiency.

PubMed

Cogin, Julie Ann; Ng, Ju Li; Lee, Ilro

2016-09-20

We assess how human resource management (HRM) is implemented in Australian hospitals. Drawing on role theory, we consider the influence HRM has on job attitudes of healthcare staff and hospital operational efficiency. We adopt a qualitative research design across professional groups (physicians, nurses, and allied health staff) at multiple levels (executive, healthcare managers, and employee). A total of 34 interviews were carried out and analyzed using NVivo. Findings revealed a predominance of a control-based approach to people management. Using Snell's control framework (AMJ 35:292-327, 1992), we found that behavioral control was the principal form of control used to manage nurses, allied health workers, and junior doctors. We found a mix between behavior, output, and input controls as well as elements of commitment-based HRM to manage senior physicians. We observed low levels of investment in people and a concentration on transactional human resource (HR) activities which led to negative job attitudes such as low morale and frustration among healthcare professionals. While hospitals used rules to promote conformity with established procedures, the overuse and at times inappropriate use of behavior controls restricted healthcare managers' ability to motivate and engage their staff. Excessive use of behavior control helped to realize short-term cost-cutting goals; however, this often led to operational inefficiencies. We suggest that hospitals reduce the profusion of behavior control and increase levels of input and output controls in the management of people. Poor perceptions of HR specialists and HR activities have resulted in HR being overlooked as a vehicle to address the strategic challenges required of health reform and to build an engaged workforce.

Human resources for health through conflict and recovery: lessons from African countries.

PubMed

Pavignani, Enrico

2011-10-01

A protracted conflict affects human resources for health (HRH) in multiple ways. In most cases, the inflicted damage constitutes the main obstacle to health sector recovery. Interventions aimed at healing derelict human resources are however fraught with difficulties of a political, technical, financial and administrative order. The experience accumulated in past recovery processes has made some important players aware of the cost incurred by neglecting human resource development. Several transitions from conflict to peace have been documented, even if largely in unpublished reports. This paper presents condensed descriptions of some African HRH-related recovery processes, which provide useful lessons. The technical work demanded to resuscitate a derelict health workforce is fairly well understood. In most situations, the highest hurdles lie outside of the health domain, and are of a political and administrative nature. Success stories are rare. But useful lessons are taught by failure as well as by success. © 2011 The Author(s). Disasters © Overseas Development Institute, 2011.

A Study on Governance and Human Resources for Cooperative Road Facilities Management

NASA Astrophysics Data System (ADS)

Ohno, Sachiko; Takagi, Akiyoshi; Kurauchi, Fumitaka; Demura, Yoshifumi

Within today's infrastructure management, Asset Management systems are becoming a mainstream feature. For region where the risk is low, it is necessary to create a "cooperative road facilities management system". This research both examined and suggested what kind of cooperative road facilities management system should be promoted by the regional society. Concretely, this study defines the operational realities of a previous case. It discusses the problem of the road facilities management as a governance. Furthermore, its realization depends on "the cooperation between municipalities", "the private-sector initiative", and "residents participation" .Also, it discusses the problem of human resources for governance. Its realization depends on "the engineers' promotion", and "creation of a voluntary activity of the resident" as a human resources. Moreover, it defines that the intermediary is important because the human resources tied to the governance. As a result, the prospect of the road facilities management is shown by the role of the player and the relation among player.

Quality Service in the International Hotel Sector: A Catalyst for Strategic Human Resource Development?

ERIC Educational Resources Information Center

Maxwell, Gill; Watson, Sandra; Quail, Samantha

2004-01-01

This paper analyses the nature of, and relationship between, a quality service initiative and the concept of strategic human resource development. Hilton International is the case study used for this analysis. The principal finding is that the quality initiative is acting as a catalyst for a strategic approach to human resource development to…

The Contributions of Human Resource Development Research across Disciplines: A Citation and Content Analysis

ERIC Educational Resources Information Center

Jeung, Chang-Wook; Yoon, Hea Jun; Park, Sunyoung; Jo, Sung Jun

2011-01-01

The primary purpose of the current study is to identify how human resource development (HRD) research has contributed to the knowledge base across social science disciplines during the past two decades. We identified the top 20 Academy of Human Resource Development (AHRD) journal articles that have been most frequently cited in research articles…

Subject Information Resources: A Guide to Information Resources in Selected Subject Areas of the Humanities, the Social Sciences, and Pure and Applied Sciences.

ERIC Educational Resources Information Center

Schmidt, Janine, Ed.

Intended for use in courses in information resources at Kuring-gai College of Advanced Education, this guide approaches information resources by subject, building on previous information resources courses which concentrated on format. Resources for selected disciplines within the broad subject areas of the humanities, the social sciences, and pure…

Implementing interprofessional education and practice: Lessons from a resource-constrained university.

PubMed

Frantz, J M; Rhoda, A J

2017-03-01

Interprofessional education is seen as a vehicle to facilitate collaborative practice and, therefore, address the complex health needs of populations. A number of concerns have, however, been raised with the implementation of interprofessional education. The three core concerns raised in the literature and addressed in the article include the lack of an explicit framework, challenges operationalising interprofessional education and practice, and the lack of critical mass in terms of human resources to drive activities related to interprofessional education and practice. This article aims to present lessons learnt when attempting to overcome the main challenges and implementing interprofessional education activities in a resource-constrained higher education setting in South Africa. Boyer's model of scholarship, which incorporates research, teaching integration, and application, was used to address the challenge of a lack of a framework in which to conceptualise the activities of interprofressional education. In addition, a scaffolding approach to teaching activities within a curriculum was used to operationalise interprofessional education and practice. Faculty development initiatives were additionally used to develop a critical mass that focused on driving interprofessional education. Lessons learnt highlighted that if a conceptual model is agreed upon by all, it allows for a more focused approach, and both human and financial resources may be channelled towards a common goal which may assist resource-constrained institutions in successfully implementing interprofessional activities.

36 CFR 261.3 - Interfering with a Forest officer, volunteer, or human resource program enrollee or giving false...

Code of Federal Regulations, 2014 CFR

2014-07-01

... officer, volunteer, or human resource program enrollee or giving false report to a Forest officer. 261.3... General Prohibitions § 261.3 Interfering with a Forest officer, volunteer, or human resource program..., intimidating, or intentionally interfering with any Forest officer, volunteer, or human resource program...

36 CFR 261.3 - Interfering with a Forest officer, volunteer, or human resource program enrollee or giving false...

Code of Federal Regulations, 2013 CFR

2013-07-01

... officer, volunteer, or human resource program enrollee or giving false report to a Forest officer. 261.3... General Prohibitions § 261.3 Interfering with a Forest officer, volunteer, or human resource program..., intimidating, or intentionally interfering with any Forest officer, volunteer, or human resource program...

36 CFR 261.3 - Interfering with a Forest officer, volunteer, or human resource program enrollee or giving false...

Code of Federal Regulations, 2012 CFR

2012-07-01

... officer, volunteer, or human resource program enrollee or giving false report to a Forest officer. 261.3... General Prohibitions § 261.3 Interfering with a Forest officer, volunteer, or human resource program..., intimidating, or intentionally interfering with any Forest officer, volunteer, or human resource program...

36 CFR 261.3 - Interfering with a Forest officer, volunteer, or human resource program enrollee or giving false...

Code of Federal Regulations, 2011 CFR

2011-07-01

... officer, volunteer, or human resource program enrollee or giving false report to a Forest officer. 261.3... General Prohibitions § 261.3 Interfering with a Forest officer, volunteer, or human resource program..., intimidating, or intentionally interfering with any Forest officer, volunteer, or human resource program...

36 CFR 261.3 - Interfering with a Forest officer, volunteer, or human resource program enrollee or giving false...

Code of Federal Regulations, 2010 CFR

2010-07-01

... officer, volunteer, or human resource program enrollee or giving false report to a Forest officer. 261.3... General Prohibitions § 261.3 Interfering with a Forest officer, volunteer, or human resource program..., intimidating, or intentionally interfering with any Forest officer, volunteer, or human resource program...

Knowledge Management, Human Resource Management, and Higher Education: A Theoretical Model

ERIC Educational Resources Information Center

Brewer, Peggy D.; Brewer, Kristen L.

2010-01-01

Much has been written on the importance of knowledge management, the challenges facing organizations, and the important human resource management activities involved in assuring the acquisition and transfer of knowledge. Higher business education plays an important role in preparing students to assume the knowledge management and human resource…

Comparative Analysis of OECD Member Countries' Competitive Advantage in National Human Resource Development System

ERIC Educational Resources Information Center

Oh, Hunseok; Choi, Yeseul; Choi, Myungweon

2013-01-01

The purpose of this study was to assess, evaluate, and compare the competitive advantages of the human resource development systems of advanced countries. The Global Human Resource Development Index was utilized for this study, since it has been validated through an expert panel's content review and analytic hierarchy process. Using a sample of 34…

Human resource management in post-conflict health systems: review of research and knowledge gaps

PubMed Central

2014-01-01

In post-conflict settings, severe disruption to health systems invariably leaves populations at high risk of disease and in greater need of health provision than more stable resource-poor countries. The health workforce is often a direct victim of conflict. Effective human resource management (HRM) strategies and policies are critical to addressing the systemic effects of conflict on the health workforce such as flight of human capital, mismatches between skills and service needs, breakdown of pre-service training, and lack of human resource data. This paper reviews published literatures across three functional areas of HRM in post-conflict settings: workforce supply, workforce distribution, and workforce performance. We searched published literatures for articles published in English between 2003 and 2013. The search used context-specific keywords (e.g. post-conflict, reconstruction) in combination with topic-related keywords based on an analytical framework containing the three functional areas of HRM (supply, distribution, and performance) and several corresponding HRM topic areas under these. In addition, the framework includes a number of cross-cutting topics such as leadership and governance, finance, and gender. The literature is growing but still limited. Many publications have focused on health workforce supply issues, including pre-service education and training, pay, and recruitment. Less is known about workforce distribution, especially governance and administrative systems for deployment and incentive policies to redress geographical workforce imbalances. Apart from in-service training, workforce performance is particularly under-researched in the areas of performance-based incentives, management and supervision, work organisation and job design, and performance appraisal. Research is largely on HRM in the early post-conflict period and has relied on secondary data. More primary research is needed across the areas of workforce supply, workforce

Human resource management in post-conflict health systems: review of research and knowledge gaps.

PubMed

Roome, Edward; Raven, Joanna; Martineau, Tim

2014-01-01

In post-conflict settings, severe disruption to health systems invariably leaves populations at high risk of disease and in greater need of health provision than more stable resource-poor countries. The health workforce is often a direct victim of conflict. Effective human resource management (HRM) strategies and policies are critical to addressing the systemic effects of conflict on the health workforce such as flight of human capital, mismatches between skills and service needs, breakdown of pre-service training, and lack of human resource data. This paper reviews published literatures across three functional areas of HRM in post-conflict settings: workforce supply, workforce distribution, and workforce performance. We searched published literatures for articles published in English between 2003 and 2013. The search used context-specific keywords (e.g. post-conflict, reconstruction) in combination with topic-related keywords based on an analytical framework containing the three functional areas of HRM (supply, distribution, and performance) and several corresponding HRM topic areas under these. In addition, the framework includes a number of cross-cutting topics such as leadership and governance, finance, and gender. The literature is growing but still limited. Many publications have focused on health workforce supply issues, including pre-service education and training, pay, and recruitment. Less is known about workforce distribution, especially governance and administrative systems for deployment and incentive policies to redress geographical workforce imbalances. Apart from in-service training, workforce performance is particularly under-researched in the areas of performance-based incentives, management and supervision, work organisation and job design, and performance appraisal. Research is largely on HRM in the early post-conflict period and has relied on secondary data. More primary research is needed across the areas of workforce supply, workforce

Migrant Nurses and Federal Caregiver Programs in Canada: Migration and Health Human Resources Paradox.

PubMed

Salami, Bukola

2016-06-01

Despite the links between health human resources policy, immigration policy, and education policy, silos persist in the policy-making process that complicate the professional integration of internationally educated nurses in Canada. Drawing on the literature on nurse migration to Canada through the Live-in Caregiver Program, this paper sheds light on the contradictions between immigration and health human resources policy and their effect on the integration of internationally educated nurses in Canada. The analysis reveals a series of paradoxes within and across immigration and health human resources policy that affect the process of professional integration of this group of health professionals into the nursing workforce in Canada. I will further link the discussion to the recently implemented Caregiver Program, which provides a unique pathway for healthcare workers, including nurses, to migrate to Canada. Given recent introduction of the Canadian Caregiver Program, major policy implications include the need to bridge the gap between health human resources policy and immigration policy to ensure the maximum integration of migrant nurses in Canada.

A hybrid human and machine resource curation pipeline for the Neuroscience Information Framework.

PubMed

Bandrowski, A E; Cachat, J; Li, Y; Müller, H M; Sternberg, P W; Ciccarese, P; Clark, T; Marenco, L; Wang, R; Astakhov, V; Grethe, J S; Martone, M E

2012-01-01

The breadth of information resources available to researchers on the Internet continues to expand, particularly in light of recently implemented data-sharing policies required by funding agencies. However, the nature of dense, multifaceted neuroscience data and the design of contemporary search engine systems makes efficient, reliable and relevant discovery of such information a significant challenge. This challenge is specifically pertinent for online databases, whose dynamic content is 'hidden' from search engines. The Neuroscience Information Framework (NIF; http://www.neuinfo.org) was funded by the NIH Blueprint for Neuroscience Research to address the problem of finding and utilizing neuroscience-relevant resources such as software tools, data sets, experimental animals and antibodies across the Internet. From the outset, NIF sought to provide an accounting of available resources, whereas developing technical solutions to finding, accessing and utilizing them. The curators therefore, are tasked with identifying and registering resources, examining data, writing configuration files to index and display data and keeping the contents current. In the initial phases of the project, all aspects of the registration and curation processes were manual. However, as the number of resources grew, manual curation became impractical. This report describes our experiences and successes with developing automated resource discovery and semiautomated type characterization with text-mining scripts that facilitate curation team efforts to discover, integrate and display new content. We also describe the DISCO framework, a suite of automated web services that significantly reduce manual curation efforts to periodically check for resource updates. Lastly, we discuss DOMEO, a semi-automated annotation tool that improves the discovery and curation of resources that are not necessarily website-based (i.e. reagents, software tools). Although the ultimate goal of automation was to

A hybrid human and machine resource curation pipeline for the Neuroscience Information Framework

PubMed Central

Bandrowski, A. E.; Cachat, J.; Li, Y.; Müller, H. M.; Sternberg, P. W.; Ciccarese, P.; Clark, T.; Marenco, L.; Wang, R.; Astakhov, V.; Grethe, J. S.; Martone, M. E.

2012-01-01

The breadth of information resources available to researchers on the Internet continues to expand, particularly in light of recently implemented data-sharing policies required by funding agencies. However, the nature of dense, multifaceted neuroscience data and the design of contemporary search engine systems makes efficient, reliable and relevant discovery of such information a significant challenge. This challenge is specifically pertinent for online databases, whose dynamic content is ‘hidden’ from search engines. The Neuroscience Information Framework (NIF; http://www.neuinfo.org) was funded by the NIH Blueprint for Neuroscience Research to address the problem of finding and utilizing neuroscience-relevant resources such as software tools, data sets, experimental animals and antibodies across the Internet. From the outset, NIF sought to provide an accounting of available resources, whereas developing technical solutions to finding, accessing and utilizing them. The curators therefore, are tasked with identifying and registering resources, examining data, writing configuration files to index and display data and keeping the contents current. In the initial phases of the project, all aspects of the registration and curation processes were manual. However, as the number of resources grew, manual curation became impractical. This report describes our experiences and successes with developing automated resource discovery and semiautomated type characterization with text-mining scripts that facilitate curation team efforts to discover, integrate and display new content. We also describe the DISCO framework, a suite of automated web services that significantly reduce manual curation efforts to periodically check for resource updates. Lastly, we discuss DOMEO, a semi-automated annotation tool that improves the discovery and curation of resources that are not necessarily website-based (i.e. reagents, software tools). Although the ultimate goal of automation was to

Human resources for health: lessons from the cholera outbreak in Papua New Guinea

PubMed Central

Bieb, Sibauk; Clark, Geoff; Miller, Geoff; MacIntyre, Raina; Zwi, Anthony

2013-01-01

Issue Papua New Guinea is striving to achieve the minimum core requirements under the International Health Regulations in surveillance and outbreak response, and has experienced challenges in the availability and distribution of health professionals. Context Since mid-2009, a large cholera outbreak spread across lowland regions of the country and has been associated with more than 15 500 notifications at a case fatality ratio of 3.2%. The outbreak placed significant pressure on clinical and public health services. Action We describe some of the challenges to cholera preparedness and response in this human resource-limited setting, the strategies used to ensure effective cholera management and lessons learnt. Outcome Cholera task forces were useful to establish a clear system of leadership and accountability for cholera outbreak response and ensure efficiencies in each technical area. Cholera outbreak preparedness and response was strongest when human resource and health systems functioned well before the outbreak. Communication relied on coordination of existing networks and methods for empowering local leaders and villagers to modify behaviours of the population. Discussion In line with the national health emergencies plan, the successes of human resource strategies during the cholera outbreak should be built upon through emergency exercises, especially in non-affected provinces. Population needs for all public health professionals involved in health emergency preparedness and response should be mapped, and planning should be implemented to increase the numbers in relevant areas. Human resource planning should be integrated with health emergency planning. It is essential to maintain and strengthen the human resource capacities and experiences gained during the cholera outbreak to ensure a more effective response to the next health emergency. PMID:24319607

Human resources for health: lessons from the cholera outbreak in Papua New Guinea.

PubMed

Rosewell, Alexander; Bieb, Sibauk; Clark, Geoff; Miller, Geoff; MacIntyre, Raina; Zwi, Anthony

2013-01-01

Papua New Guinea is striving to achieve the minimum core requirements under the International Health Regulations in surveillance and outbreak response, and has experienced challenges in the availability and distribution of health professionals. Since mid-2009, a large cholera outbreak spread across lowland regions of the country and has been associated with more than 15 500 notifications at a case fatality ratio of 3.2%. The outbreak placed significant pressure on clinical and public health services. We describe some of the challenges to cholera preparedness and response in this human resource-limited setting, the strategies used to ensure effective cholera management and lessons learnt. Cholera task forces were useful to establish a clear system of leadership and accountability for cholera outbreak response and ensure efficiencies in each technical area. Cholera outbreak preparedness and response was strongest when human resource and health systems functioned well before the outbreak. Communication relied on coordination of existing networks and methods for empowering local leaders and villagers to modify behaviours of the population. In line with the national health emergencies plan, the successes of human resource strategies during the cholera outbreak should be built upon through emergency exercises, especially in non-affected provinces. Population needs for all public health professionals involved in health emergency preparedness and response should be mapped, and planning should be implemented to increase the numbers in relevant areas. Human resource planning should be integrated with health emergency planning. It is essential to maintain and strengthen the human resource capacities and experiences gained during the cholera outbreak to ensure a more effective response to the next health emergency.

Right place of human resource management in the reform of health sector.

PubMed

Hassani, Seyed Abas; Mobaraki, Hossein; Bayat, Maboubeh; Mafimoradi, Shiva

2013-01-01

In this paper the real role and place of human resource (HR) in health system reform will be discussed and determined within the whole system through the comprehensive Human Resource Management (HRM) model. Delphi survey and a questionnaire were used to 1) collect HR manager ideas and comments and 2) identify the main challenges of HRM. Then the results were discussed in an expert panel after being analyzed by content analysis method. Also, a deep focus study of recorded documents related to Health Human Resource Management was done. Then based on all achieved results, a rich picture was drawn to illustrate the right place of HRM in health sector. Finally, the authors revitalize the missed function of HRM within the health sector by drawing a holistic conceptual model. The most percentage of frequency about HR belongs to "Lack of reliable HR information system" (91%) and the least percentage of frequency belongs to "Low responsibility of HR" (28%). The most percentage of frequency about HR manager belongs to "Inattention to HR managers as key managers and consider them in background" (80%) and the least percentage of frequency belongs to "Lack of coordination between universities' policies" (30%). According to the conceptual framework, human resources employed in health system are viewed from two comprehensive approaches: instrumental approach and institutional. Unlike the common belief that looks HRM through the supportive approach, it is discussed that HRM not only has an instrumental role, but also do have a driver role.

Human Needs and Nature's Balance: Population, Resources, and the Environment. A Population Learning Series.

ERIC Educational Resources Information Center

Crews, Kimberly A.

One of the challenges that face humanity is how to manage resource and environmental endowments in a way that will guarantee continued survival and ensure the well-being of future generations. Those resources most important to human survival are food, water, and energy. When the population of the world reached 5 billion in 1987, approximately 87…

Human Resource Management in Hong Kong Preschools: The Impact of Falling Rolls on Staffing

ERIC Educational Resources Information Center

Ho, Choi-Wa Dora

2009-01-01

Purpose: The purpose of this paper is to discuss the impact of falling rolls on human resource management in local preschools in Hong Kong. It aims to argue that the developing role of leadership in creating a culture and procedures for collective participation in staff appraisal is important for human resource management in preschool settings.…

Involvement of Higher Education in Building Human Resources Character in the Era of Globalization

ERIC Educational Resources Information Center

Ishomuddin

2015-01-01

In general, the objectives of this study were to explain the role played by universities in improving its human resources are office holders, lecturers, and students, explain the program what is being done related to the improvement of human resources, and explains the non-academic program to support the implementation of a program that has been…

Resources.

ERIC Educational Resources Information Center

Journal of Aerospace Education, 1978

1978-01-01

Reviews educational resources for classroom teachers. Resources include books, films, journals, science project guides, and public TV weather briefings. Addresses for obtaining the materials are provided. (MA)

Compensated individually addressable array technology for human breast imaging

DOEpatents

Lewis, D. Kent

2003-01-01

A method of forming broad bandwidth acoustic or microwave beams which encompass array design, array excitation, source signal preprocessing, and received signal postprocessing. This technique uses several different methods to achieve improvement over conventional array systems. These methods are: 1) individually addressable array elements; 2) digital-to-analog converters for the source signals; 3) inverse filtering from source precompensation; and 4) spectral extrapolation to expand the bandwidth of the received signals. The components of the system will be used as follows: 1) The individually addressable array allows scanning around and over an object, such as a human breast, without any moving parts. The elements of the array are broad bandwidth elements and efficient radiators, as well as detectors. 2) Digital-to-analog converters as the source signal generators allow virtually any radiated field to be created in the half-space in front of the array. 3) Preprocessing allows for corrections in the system, most notably in the response of the individual elements and in the ability to increase contrast and resolution of signal propagating through the medium under investigation. 4) Postprocessing allows the received broad bandwidth signals to be expanded in a process similar to analytic continuation. Used together, the system allows for compensation to create beams of any desired shape, control the wave fields generated to correct for medium differences, and improve contract and resolution in and through the medium.

Equality in the distribution of health material and human resources in Guangxi: evidence from Southern China.

PubMed

Sun, Jian

2017-08-29

The aim of this study was to assess the equality in the distribution of health material and human resources in Guangxi, and put forward proposal to improve the equality status of the health material and human resources. We used concentration index to evaluate the degree of income-related equality of health material and human resources. The concentration index values of the five resources ranged from -0.0847 to 0.1416 from 2011 to 2015. Health institution was concentrated among the poorer populations, while other four resources were concentrated among the richer populations. Overall, the equality status of health institutions, health care beds, health technical personnel, and certified nurses got better from 2011 to 2015. However, the equality status of practicing physicians has got worse since 2014.

Accelerating Adaptation of Natural Resource Management to Address Climate Change

PubMed Central

Cross, Molly S; McCarthy, Patrick D; Garfin, Gregg; Gori, David; Enquist, Carolyn AF

2013-01-01

Abstract Natural resource managers are seeking tools to help them address current and future effects of climate change. We present a model for collaborative planning aimed at identifying ways to adapt management actions to address the effects of climate change in landscapes that cross public and private jurisdictional boundaries. The Southwest Climate Change Initiative (SWCCI) piloted the Adaptation for Conservation Targets (ACT) planning approach at workshops in 4 southwestern U.S. landscapes. This planning approach successfully increased participants’ self-reported capacity to address climate change by providing them with a better understanding of potential effects and guiding the identification of solutions. The workshops fostered cross-jurisdictional and multidisciplinary dialogue on climate change through active participation of scientists and managers in assessing climate change effects, discussing the implications of those effects for determining management goals and activities, and cultivating opportunities for regional coordination on adaptation of management plans. Facilitated application of the ACT framework advanced group discussions beyond assessing effects to devising options to mitigate the effects of climate change on specific species, ecological functions, and ecosystems. Participants addressed uncertainty about future conditions by considering more than one climate-change scenario. They outlined opportunities and identified next steps for implementing several actions, and local partnerships have begun implementing actions and conducting additional planning. Continued investment in adaptation of management plans and actions to address the effects of climate change in the southwestern United States and extension of the approaches used in this project to additional landscapes are needed if biological diversity and ecosystem services are to be maintained in a rapidly changing world. Acelerando la Adaptación del Manejo de Recursos Naturales para

Human resource management in general practice: survey of current practice.

PubMed Central

Newton, J; Hunt, J; Stirling, J

1996-01-01

BACKGROUND: The organization and management of general practice is changing as a result of government policies designed to expand primary health care services. One aspect of practice management which has been underresearched concerns staffing: the recruitment, retention, management and motivation of practice managers. AIM: A study set out to find out who is routinely involved in making decisions about staffing matters in general practice, to establish the extent to which the human resource management function is formalized and specialized, and to describe the characteristics of the practice managers. METHOD: A postal questionnaire was sent to a stratified random sample of 750 general practices in England and Wales in February 1994 enquiring about the practice (for example, the fundholding status and number of general practitioner partners), how the practice dealt with a range of staffing matters and about the practice manager (for example, employment background and training in human resource management). Practices were classed as small (single-handed and two or three general practitioner partners), medium (four or five partners) or large (six or more partners). RESULTS: Replies were received from 477 practices (64%). Practice managers had limited authority to make decisions alone in the majority of practices although there was a greater likelihood of them taking independent action as the size of practice increased. Formality in handling staffing matters (as measured by the existence and use of written policies and procedures) also increased with practice size. Larger practices were more likely than smaller practices to have additional tiers in their management structure through the creation of posts with the titles assistant practice manager, fund manager and senior receptionist. Most practice managers had been recruited from within general practice but larger practices were more likely than smaller practices to recruit from outwith general practice. Three quarters

Alignment of Human Resource Practices and Teacher Performance Competency

ERIC Educational Resources Information Center

Heneman III, Herbert G.; Milanowski, Anthony T.

2004-01-01

In this article, we argue that human resource (HR) management practices are important components of strategies for improving student achievement in an accountability environment. We present a framework illustrating the alignment of educational HR management practices to a teacher performance competency model, which in turn is aligned with student…

Human resource configurations: investigating fit with the organizational context.

PubMed

Toh, Soo Min; Morgeson, Frederick P; Campion, Michael A

2008-07-01

The present study investigated how key organizational contextual factors relate to bundles of human resource (HR) practices. In a two-phase study of a sample of 661 organizations representing a full range of industries and organizational size, the authors found that organizations use 1 of 5 HR bundles: cost minimizers, contingent motivators, competitive motivators, resource makers, and commitment maximizers. In addition, the authors showed that the organizations that use a given type of HR bundle may be distinguished by the organizational values they pursue and their organizational structure, thus suggesting that HR choices are related to the context within which organizations operate.

Competency Modeling in Extension Education: Integrating an Academic Extension Education Model with an Extension Human Resource Management Model

ERIC Educational Resources Information Center

Scheer, Scott D.; Cochran, Graham R.; Harder, Amy; Place, Nick T.

2011-01-01

The purpose of this study was to compare and contrast an academic extension education model with an Extension human resource management model. The academic model of 19 competencies was similar across the 22 competencies of the Extension human resource management model. There were seven unique competencies for the human resource management model.…

Human resource solutions--the Gateway Paper proposed health reforms in Pakistan.

PubMed

Nishtar, Sania

2006-12-01

The existence of appropriate institutional and human resource capacity underpins the viability and sustainability of a health reform process within a country. Building human resource capacity within the health sector involves building the capacity of health service providers, health managers and administers as well as the stewards of health. Although capacity building is linked to a generic process closely linked to the broader economic, social and developmental context, it has specific health system connotations which should be the focus of a concerted effort. These include quantitative issues, in-effective deployment and brain-drain, qualitative considerations which stem from gaps in the quality of undergraduate as well as discrepancies in the content and format of training and absence of this in service of training health professionals and gaps in regulation. As one of the fundamental corner stones of health reform the Gateway Paper calls attention to the need to avert these issues with the development of a well-defined policy in human resource development as an entry point. This should be based on an analysis of the human resource need and should clearly define career structures for all categories of healthcare providers, and articulate the mechanisms of their effective deployment. Creating a conducive an rewarding environment, institutionalizing personnel management reform which go beyond personnel actions and set standards of performance, and develop appropriate incentives around this, would be critical. It would also be important to pay due attention to the content and format of training at an undergraduate level, at a postgraduate level and with reference to ongoing education and the allied roles of continuing medical education programs and accreditation of health systems educational institutions. The Gateway Paper also lays stress on effective regulation to curb the practice of quackery.

Higher Resolution for Water Resources Studies

NASA Astrophysics Data System (ADS)

Dumenil-Gates, L.

2009-12-01

The Earth system science community is providing an increasing range of science results for the benefit of achieving the Millennium Development Goals. In addressing questions such as reducing poverty and hunger, achieving sustainable global development, or by defining adaptation strategies for climate change, one of the key issues will be the quantitative description and understanding of the global water cycle, which will allow useful projections of available future water resources for several decades ahead. The quantities of global water cycle elements that we observe today - and deal with in hydrologic and atmospheric modeling - are already very different from the natural flows as human influence on the water cycle by storage, consumption and edifice has been going on for millennia, and climate change is expected to add more uncertainty. In this case Tony Blair’s comment that perhaps the most worrying problem is climate change does not cover the full story. We shall also have to quantify how the human demand for water resources and alterations of the various elements of the water cycle may proceed in the future: will there be enough of the precious water resource to sustain current and future demands by the various sectors involved? The topics that stakeholders and decision makers concerned with managing water resources are interested in cover a variety of human uses such as agriculture, energy production, ecological flow requirements to sustain biodiversity and ecosystem services, or human cultural aspects, recreation and human well-being - all typically most relevant at the regional or local scales, this being quite different from the relatively large-scale that the IPCC assessment addresses. Halfway through the Millennium process, the knowledge base of the global water cycle is still limited. The sustainability of regional water resources is best assessed through a research program that combines high-resolution climate and hydrologic models for expected

Role of educational institutions in identifying and responding to emerging health human resources needs.

PubMed

Tzountzouris, John-Paul; Gilbert, John H V

2009-01-01

The healthcare system continues to evolve, requiring innovation to promote patient-centred, fiscally responsible healthcare delivery. This evolution includes changes to the skills and competencies required of the health human resources (HHR), both regulated and unregulated, who are central supports to healthcare delivery. This has become a priority agenda item at the international, national, provincial, regional and local levels. This paper describes the system factors that drive the emergence of HHR skill and competency needs, and explores the roles of various institutions in the identification of and response to HHR needs. Educational institutions play an important role in responding to emerging HHR needs. Their actual response to HHR skill and competency needs will ultimately depend on the risk posed to the organizations of either addressing, or not addressing, these needs. These decisions are complex and are balanced against strategic, operational and educational risks, benefits and realities within each given educational institution. Educational institutions - through their linkages with the workplace, industry, professional organizations and government - have a unique view and understanding of many facets of the complexity of HHR planning. This paper proposes that educational institutions play a pivotal role as levers in a more coordinated response to emerging HHR needs and, as such, should be intimately involved in comprehensive HHR planning.

Enhancing Leadership and Governance Competencies to Strengthen Health Systems in Nigeria: Assessment of Organizational Human Resources Development

PubMed Central

Uneke, Chigozie J.; Ezeoha, Abel E.; Ndukwe, Chinwendu D.; Oyibo, Patrick G.; Onwe, Fri Day

2012-01-01

The lack of effective leadership and governance in the health sector has remained a major challenge in Nigeria and contributes to the failure of health systems and poor development of human resources. In this cross-sectional intervention study, leadership and governance competencies of policy makers were enhanced through a training workshop, and an assessment was conducted of organizational activities designed to promote evidence-informed leadership and governance to improve human resources for health (HRH). The training workshop increased the understanding of policy makers with regard to leadership and governance factors that ensure the functionality of health systems and improve human resources development, including policy guidance, intelligence and oversight, collaboration and coalition building, regulation, system design and accountability. Findings indicated that systems for human resources development exist in all participants' organizations, but the functionality of these systems was suboptimal. More systematic and standardized processes are required to improve competencies of leadership and governance for better human resources development in low-income settings. PMID:23372582

Addressing Unmet Basic Resource Needs as Part of Chronic Cardiometabolic Disease Management.

PubMed

Berkowitz, Seth A; Hulberg, Amy Catherine; Standish, Sara; Reznor, Gally; Atlas, Steven J

2017-02-01

(differential change, -3.7; 95% CI -6.7 to -0.6). For 774 individuals with diabetes, the Health Leads group did not show HbA1c level improvement (differential change, -0.04%; 95% CI, -0.17% to 0.10%). Results adjusted for baseline demographic and clinical differences were not qualitatively different. Among those who enrolled in Health Leads program, there were greater BP and LDL-C level improvements than for those who declined (SBP differential change -2.6; 95% CI,-3.5 to -1.7; SBP differential change, -1.4; 95% CI, -1.9 to -0.9; LDL-C level differential change, -6.3; 95% CI, -9.7 to -2.8). Screening for and attempting to address unmet basic resource needs in primary care was associated with modest improvements in blood pressure and lipid, but not blood glucose, levels.

The influence of facility design and human resource management on health care professionals.

PubMed

Sadatsafavi, Hessam; Walewski, John; Shepley, Mardelle M

2015-01-01

Cost control of health care services is a strategic concern for organizations. To lower costs, some organizations reduce staffing levels. However, this may not be worth the trade-off, as the quality of services will likely be reduced, morale among health care providers tends to suffer, and patient satisfaction is likely to decline. The potential synergy between human resource management and facility design and operation was investigated to achieve the goal of providing cost containment strategies without sacrificing the quality of services and the commitment of employees. About 700 health care professionals from 10 acute-care hospitals participated in this cross-sectional study. The authors used structural equation modeling to test whether employees' evaluations of their physical work environment and human resource practices were significantly associated with lower job-related anxiety, higher job satisfaction, and higher organizational commitment. The analysis found that employees' evaluations of their physical work environment and human resource practices influenced their job-related feelings and attitudes. Perceived organizational support mediated this relationship. The study also found a small but positive interaction effect between the physical work environment and human resource practices. The influence of physical work environment was small, mainly because of the high predictive value of human resource practices and strong confounding variables included in the analysis. This study specifically showed the role of facility design in reducing job-related anxiety among caregivers. Preliminary evidence is provided that facility design can be used as a managerial tool for improving job-related attitudes and feelings of employees and earning their commitment. Providing a healthy and safe work environment can be perceived by employees as an indication that the organization respects them and cares about their well-being, which might be reciprocated with higher levels

How Can We Assess and Evaluate the Competitive Advantage of a Country's Human Resource Development System?

ERIC Educational Resources Information Center

Oh, Hunseok; Ryu, Hyue-Hyun; Choi, Myungweon

2013-01-01

The purpose of this study was to develop an index to assess and evaluate the competitive advantage of a country's human resource development system. Based on an extensive literature review, a theoretical model of a human resource development system at the national level (named National Human Resource Development: NHRD) was constructed. The…

Human Resources Administration: A School-Based Perspective. Second Edition.

ERIC Educational Resources Information Center

Smith, Richard E.

Many human-resource functions previously belonging to the central office are now the responsibility of school principals. Twelve chapters provide practical information about performing these functions. The first chapter provides an overview for the book. It briefly discusses the major topics and provides an overall framework for the more detailed…

Promoting Instructional Improvement: A Strategic Human Resource Management Perspective

ERIC Educational Resources Information Center

Smylie, Mark A.; Wenzel, Stacy A.

2006-01-01

This report argues that instructional improvement, which goes hand-in-hand with efforts at education reform, can be promoted through the strategic use of human resource management (HRM) practices at the school, district, and state levels. The authors present information from the organizational and management literatures on how firms in several…

Human Resources Administration: A School-Based Perspective. Fourth Edition

ERIC Educational Resources Information Center

Smith, Richard

2009-01-01

Enhanced and updated, this Fourth Edition of Richard E. Smith's highly successful text examines the growing role of the principal in planning, hiring, staff development, supervision, and other human resource functions. The Fourth Edition includes new sections on ethics, induction, and the role of the mentor teacher. This edition also introduces…

Personnel vs. Strategic Human Resource Management in Public Education

ERIC Educational Resources Information Center

Tran, Henry

2015-01-01

Education human resources (HR) professionals have often been neglected in education research. This study seeks to better understand their role in the American school industry, by first examining how districts conceptualize the position of HR professionals and then exploring how the professionals themselves understand their role in school business.…

Being Human: A Resource Guide in Human Growth and Development for the Developmentally Disabled.

ERIC Educational Resources Information Center

Ogle, Peggy

The resource guide is intended to help practitioners develop curricula in human growth and development for developmentally disabled students. A matrix guide is presented for evaluating clients in three domains (social identity, health and hygiene, and physiological identity). Behavioral indicators are then noted which relate to adaptive behaviors…

Department of Defense Civilian Human Resources Strategic Plan

DTIC Science & Technology

2005-04-01

the strategic plan. A balanced scorecard approach was used to build the strategic plan. The balanced scorecard is a strategic management tool that...in the balanced scorecard format. Details of how the balanced scorecard addresses the DoD Human Capital Initiative are outlined in the Office of...mission- ready civilian workforce 8 GOALS AND OBJECTIVES The balanced scorecard approach reflects the changes the Department is undergoing and

Optimal resource allocation for novelty detection in a human auditory memory.

PubMed

Sinkkonen, J; Kaski, S; Huotilainen, M; Ilmoniemi, R J; Näätänen, R; Kaila, K

1996-11-04

A theory of resource allocation for neuronal low-level filtering is presented, based on an analysis of optimal resource allocation in simple environments. A quantitative prediction of the theory was verified in measurements of the magnetic mismatch response (MMR), an auditory event-related magnetic response of the human brain. The amplitude of the MMR was found to be directly proportional to the information conveyed by the stimulus. To the extent that the amplitude of the MMR can be used to measure resource usage by the auditory cortex, this finding supports our theory that, at least for early auditory processing, energy resources are used in proportion to the information content of incoming stimulus flow.

Interactions of forests, climate, water resources, and humans in a changing environment: research needs

Treesearch

Ge Sun; Catalina Segura

2013-01-01

The aim of the special issue “Interactions of Forests, Climate, Water Resources, and Humans in a Changing Environment” is to present case studies on the influences of natural and human disturbances on forest water resources under a changing climate. Studies in this collection of six papers cover a wide range of geographic regions from Australia to Nigeria with spatial...

Building human resources capability in health care: a global analysis of best practice--Part III.

PubMed

Zairi, M

1998-01-01

This is the last part of a series of three papers which discussed very comprehensively best practice applications in human resource management by drawing special inferences to the healthcare context. It emerged from parts I and II that high performing organisations plan and intend to build sustainable capability through a systematic consideration of the human element as the key asset and through a continuous process of training, developing, empowering and engaging people in all aspects of organisational excellence. Part III brings this debate to a close by demonstrating what brings about organisational excellence and proposes a road map for effective human resource development and management, based on world class standards. Healthcare human resource professionals can now rise to the challenge and plan ahead for building organisational capability and sustainable performance.

The Strategic Alignment of Student Employment with Human Resources

ERIC Educational Resources Information Center

Lenaghan, Janet; Seirup, Holly

2003-01-01

Why is it that many higher education institutions choose to disregard the student body as one of their most reliable and significant sources of labor? Why do institutions insist on keeping separate the departments of student employment and human resources? How can aligning these two areas improve organizational development and increase labor…

An Impressionistic Framework for Theorizing about Human Resource Development

ERIC Educational Resources Information Center

Callahan, Jamie L.; De Davila, Tiffany Dunne

2004-01-01

Human resource development (HRD) can be seen as both a professional field and an organizational function; the I-A framework introduced in this article is a heuristic that enables us to understand HRD from both of these perspectives. Although scholars have presented frameworks for understanding the underlying theories, philosophies, and meanings of…

Human Resource Development in Mauritius: Context, Challenges and Opportunities

ERIC Educational Resources Information Center

Garavan, Thomas N.; Neeliah, Harris; Auckloo, Raj; Ragaven, Raj

2016-01-01

Purpose: The purpose of this paper is to explore human resource development (HRD) in Mauritius and the challenges and opportunities faced by organisations in different sectors in adopting HRD practices. Findings: This special issue presents four papers that explore dimensions of HRD in public sector, small- and medium-sized enterprises (SMEs) and…

Mental health nurses in South Africa's public rural primary care settings: a human resource crisis.

PubMed

De Kock, Johannes H; Pillay, Basil J

2016-01-01

, but also of mental healthcare services in other low- and middle-income countries. The literature review included reports by the National Department of Health and the South African Nursing Council, academic publications and dissertations as well as census data from Statistics South Africa, including findings from the 2011 general household survey. International secondary data was obtained from the WHO's most recent reports on global mental health. The findings suggest a distressing shortage of MHNs in South Africa's rural public areas. Only 62 (38.7%) of the 160 facilities employ MHNs, a total of 116 MHNs. These MHNs serve an estimated population of more than 17 million people, suggesting that MHNs are employed at a rate of 0.68 per 100 000 population in South Africa's PRPHC areas. Secondary data analysis indicates that MHNs are practicing in South Africa at a national rate of 9.7 per 100 000 population. This unequal distribution calls for a redistribution of MHNs to PRPHC areas. Further recommendations are made to address the mental healthcare workforce crisis by upscaling human resources in PRPHC areas. Revisiting policy surrounding training programs and the current evidence-based approach of task shifting is advised. Innovative approaches such as extending mental healthcare professions' roles and scopes of practice at PHC level are necessary to ensure adequate mental health care for all South Africans.

Academy of Human Resource Development Conference Proceedings (Raleigh-Durham, North Carolina, March 8-12, 2000).

ERIC Educational Resources Information Center

Kuchinke, K. Peter, Ed.

This two-volume document contains the proceedings of the 2000 conference of the Academy of Human Resource Development (AHRD). Volume 1 contains the following materials: conference overview; text of a town forum on social responsibility and human resource development (HRD); papers from symposia 1-24; and papers from innovative sessions 1-4. The…

Managing Human Resource Capabilities for Sustainable Competitive Advantage: An Empirical Analysis from Indian Global Organisations

ERIC Educational Resources Information Center

Khandekar, Aradhana; Sharma, Anuradha

2005-01-01

Purpose: The purpose of this article is to examine the role of human resource capability (HRC) in organisational performance and sustainable competitive advantage (SCA) in Indian global organisations. Design/Methodology/Approach: To carry out the present study, an empirical research on a random sample of 300 line or human resource managers from…

FAMILY AND HUMAN RESOURCES IN THE DEVELOPMENT OF A FEMALE CRACK-SELLER CAREER

PubMed Central

Dunlap, Eloise; Johnson, Bruce D.

2009-01-01

This paper is primarily concerned with resources which family and kin network bring to drug careers. The general thesis is that specific human resources available during childhood influence both the nature and extent of participation in crack use and sales. The availability of family and human resources are critical in determining the extent to which drug abusers could develop and maintain a “conventional” identity while engaging in a drug-distribution career. Although females are becoming more evident in crack-distribution roles, they remain a minority among crack sellers and usually perform the lowest roles. This case study of Rachel represents a truly hidden population, a minority female who has been a successful crack seller for several years. The paper provides insight about persons that rarely come to attention when studying drug distribution and participation. Such persons acquire skills and resources during their lives that enable them to function in two diverse worlds. Such crack sellers are “truly hidden” because they do not have criminal records, almost never come to the attention of police, and function adequately in conventional roles. By analyzing a detailed case study of a female drug seller, this paper delineates some of the human resources and skills which may account for her differential outcome in a career of drug use and sales in inner-city settings. PMID:19809522

Space Resource Utilization and Extending Human Presence Across the Solar System

NASA Technical Reports Server (NTRS)

Curreri, Peter A.

2005-01-01

The Presidents Vision for Exploration is not a single mission, but an open ended journey that seeks to answer "How can we live on other worlds?" Using space resources is the only known approach for affordable, sustained, flexible, and self sufficient, human occupation beyond Earth orbit. Earth is a large planet. A simple analysis using the rocket equation shows that if Earth were a bit larger, chemical propulsion as a mechanism to access space would become impractical. Thus, even with the most efficient chemical rocket launch capability, the cost of lifting massive payloads into space will remain very steep (currently about $l00k/lb to the Moon and greater than $500k/lb to Mars). Space resource utilization should begin with an aggressive broad based demonstration program as afforded by the precursor missions implementation of the President's Vision of Exploration. Ion engine upper stages, for example, were studied for over 30 years, but only implemented in design after the Deep Space 1 in space demonstration. These demonstrations should include: extraction of elements from lunar regolith, and Martian soil and atmosphere, demonstration of power break even and growth from lunar or Mars moons derived photovoltaics, oxygen extraction for life support and propellant, and metals and alloys for in space repair and the production of habits and radiation shielding. Space resource utilization yields operational dividends through the subsequent programs including: propellant from lunar oxygen which could cut transportation costs from Earth in half, mega watts per year of power grown from lunar photovoltaics at decreasing cost per kW, decreased cost for human Mars missions by a factor of 10 by using propellant derived from Mars atmosphere for return, and in space manufacturing and food production with space resources yielding safe sustained and eventually self sufficient human presence in space. After the demonstration and implementation, the space resource utilization

Direct evidence for human reliance on rainforest resources in late Pleistocene Sri Lanka.

PubMed

Roberts, Patrick; Perera, Nimal; Wedage, Oshan; Deraniyagala, Siran; Perera, Jude; Eregama, Saman; Gledhill, Andrew; Petraglia, Michael D; Lee-Thorp, Julia A

2015-03-13

Human occupation of tropical rainforest habitats is thought to be a mainly Holocene phenomenon. Although archaeological and paleoenvironmental data have hinted at pre-Holocene rainforest foraging, earlier human reliance on rainforest resources has not been shown directly. We applied stable carbon and oxygen isotope analysis to human and faunal tooth enamel from four late Pleistocene-to-Holocene archaeological sites in Sri Lanka. The results show that human foragers relied primarily on rainforest resources from at least ~20,000 years ago, with a distinct preference for semi-open rainforest and rain forest edges. Homo sapiens' relationship with the tropical rainforests of South Asia is therefore long-standing, a conclusion that indicates the time-depth of anthropogenic reliance and influence on these habitats. Copyright © 2015, American Association for the Advancement of Science.

Human Resource Management in Australian Registered Training Organisations: Literature Review and Discussion Starter. Support Document

ERIC Educational Resources Information Center

Smith, Andrew

2008-01-01

This project seeks to establish the current state of human resource management practice in RTOs in Australia. The project takes a strategic approach, particularly in the case study phase where the research will attempt to examine the links between human resource management and the strategy of the organisation. The results of the project will…

Information resources

USGS Publications Warehouse

Friend, Milton; Franson, J. Christian; Friend, Milton; Gibbs, Samantha E.J.; Wild, Margaret A.

2015-10-19

A wide variety of entities across North America are involved in wildlife disease investigations; however, the formal assembly of multidimensional programs that primarily address disease for the benefit of free-ranging wildlife is rather limited. The Southeastern Cooperative Wildlife Disease Study (SCWDS), the National Wildlife Health Center (NWHC), and the Canadian Wildlife Health Cooperative (CWHC) are selected examples. These programs are highlighted because of the scope of their capabilities and long-term involvement in assisting State and Federal natural resource agencies combat wildlife disease. A variety of other sources for possible assistance in addressing wildlife disease issues exists throughout North America and globally. It is prudent for wildlife conservation field biologists, managers, and administrators to be aware of such local resources. Ideally, awareness and knowledge of the types of assistance those programs can provide should be obtained prior to disease crisis events since appropriate, timely intervention often is required to minimize wildlife losses from disease and prevent the establishment of new infectious diseases within wildlife populations and geographic areas. Increasing recognition of the substantial number of infectious diseases being transferred between wildlife, domestic animals, and humans has led to increased collaborative investigations between wildlife, domestic, and human health programs. That collaboration has led to a heightened focus on wildlife disease within some public health and agriculture agencies. For purposes of this Chapter, wildlife disease is narrowly defined as those diseases (infectious and noninfectious) causing morbidity and mortality in free-ranging wildlife populations. Therefore, there is no focus on the numerous fish disease or environmental contaminant programs that exist on behalf of North American fauna.

Skills Students Need in the Real World: Competencies Desired by Agricultural and Natural Resources Industry Leaders

ERIC Educational Resources Information Center

Easterly, R. G., III; Warner, Anna J.; Myers, Brian E.; Lamm, Alexa J.; Telg, Ricky W.

2017-01-01

The competencies addressed by undergraduate agricultural education programs should be assessed so programs are effective in supplying a well-prepared agricultural- and natural resources-oriented workforce, and so human capital is optimized. In this study, agricultural and natural resources leaders were surveyed to determine the workforce…

Impact of Design Trade Studies on System Human Resources.

ERIC Educational Resources Information Center

Whalen, Gary V.; Askren, William B.

This study focused on two objectives. The first objective was to identify and classify the characteristics of conceptual design trade studies that have high potential impact on human resource requirements of Air Force weapon systems. The approach used was a case history review and analysis of 129 F-15 aircraft design trade studies. The analysis…

The Human Ageing Genomic Resources: online databases and tools for biogerontologists

PubMed Central

de Magalhães, João Pedro; Budovsky, Arie; Lehmann, Gilad; Costa, Joana; Li, Yang; Fraifeld, Vadim; Church, George M.

2009-01-01

Summary Ageing is a complex, challenging phenomenon that will require multiple, interdisciplinary approaches to unravel its puzzles. To assist basic research on ageing, we developed the Human Ageing Genomic Resources (HAGR). This work provides an overview of the databases and tools in HAGR and describes how the gerontology research community can employ them. Several recent changes and improvements to HAGR are also presented. The two centrepieces in HAGR are GenAge and AnAge. GenAge is a gene database featuring genes associated with ageing and longevity in model organisms, a curated database of genes potentially associated with human ageing, and a list of genes tested for their association with human longevity. A myriad of biological data and information is included for hundreds of genes, making GenAge a reference for research that reflects our current understanding of the genetic basis of ageing. GenAge can also serve as a platform for the systems biology of ageing, and tools for the visualization of protein-protein interactions are also included. AnAge is a database of ageing in animals, featuring over 4,000 species, primarily assembled as a resource for comparative and evolutionary studies of ageing. Longevity records, developmental and reproductive traits, taxonomic information, basic metabolic characteristics, and key observations related to ageing are included in AnAge. Software is also available to aid researchers in the form of Perl modules to automate numerous tasks and as an SPSS script to analyse demographic mortality data. The Human Ageing Genomic Resources are available online at http://genomics.senescence.info. PMID:18986374

Incentives for improving human resource outcomes in health care: overview of reviews.

PubMed

Misfeldt, Renee; Linder, Jordana; Lait, Jana; Hepp, Shelanne; Armitage, Gail; Jackson, Karen; Suter, Esther

2014-01-01

To review the effectiveness of financial and nonfinancial incentives for improving the benefits (recruitment, retention, job satisfaction, absenteeism, turnover, intent to leave) of human resource strategies in health care. Overview of 33 reviews published from 2000 to 2012 summarized the effectiveness of incentives for improving human resource outcomes in health care (such as job satisfaction, turnover rates, recruitment, and retention) that met the inclusion criteria and were assessed by at least two research members using the Assessment of Multiple Systematic Reviews quality assessment tool. Of those, 13 reviews met the quality criteria and were included in the overview. Information was extracted on a description of the review, the incentives considered, and their impact on human resource outcomes. The information on the relationship between incentives and outcomes was assessed and synthesized. While financial compensation is the best-recognized approach within an incentives package, there is evidence that health care practitioners respond positively to incentives linked to the quality of the working environments including opportunities for professional development, improved work life balance, interprofessional collaboration, and professional autonomy. There is less evidence that workload factors such as job demand, restructured staffing models, re-engineered work designs, ward practices, employment status, or staff skill mix have an impact on human resource outcomes. Overall, evidence of effective strategies for improving outcomes is mixed. While financial incentives play a key role in enhancing outcomes, they need to be considered as only one strategy within an incentives package. There is stronger evidence that improving the work place environment and instituting mechanisms for work-life balance need to be part of an overall strategy to improve outcomes for health care practitioners.

Resources for human genetics on the World Wide Web.

PubMed

Osborne, L R; Lee, J R; Scherer, S W

1997-09-01

A little over a century ago, the HMS Beagle sailed the Pacific Ocean bringing Charles Darwin to the perfect environment in which to piece together his observations forming the theory of evolution. Now, geneticists and laypeople alike surf the equally formidable waters of the internet in search of enlightenment. Here, we attempt to help you navigate towards resources for human genetics by providing maps to three destinations: The Human Genome Project (Box 1), education (Box 2), and human genetic diseases (Box 3). For each, we highlight a few sites that we consider are the most informative and original. A more extensive list containing other useful sites has been compiled and posted on a 'jump site' at: http:/(/)www.cgdn.generes.ca/.

The Price We Pay for Illiteracy. Hearing of the Committee on Labor and Human Resources on Examining Educational Goals, Focusing on Literacy. United States Senate, One Hundred Fifth Congress, Second Session.

ERIC Educational Resources Information Center

Congress of the U.S., Washington, DC. Senate Committee on Labor and Human Resources.

This document presents the transcript of Congressional hearings held before the Committee on Labor and Human Resources on the scope and implications of illiteracy in the United States and on school and adult programs addressing literacy. After opening statements of the Hon. James M. Jeffords and the Hon. Christopher J. Dodd, the transcript for the…

Iranian staff nurses' views of their productivity and human resource factors improving and impeding it: a qualitative study

PubMed Central

Nayeri, Nahid Dehghan; Nazari, Ali Akbar; Salsali, Mahvash; Ahmadi, Fazlollah

2005-01-01

Background Nurses, as the largest human resource element of health care systems, have a major role in providing ongoing, high-quality care to patients. Productivity is a significant indicator of professional development within any professional group, including nurses. The human resource element has been identified as the most important factor affecting productivity. This research aimed to explore nurses' perceptions and experiences of productivity and human resource factors improving or impeding it. Method A qualitative approach was used to obtain rich data; open, semi-structured interviews were also conducted. The sampling was based on the maximum variant approach; data analysis was carried out by content analysis, with the constant comparative method. Results Participants indicated that human resources issues are the most important factor in promoting or impeding their productivity. They suggested that the factors influencing effectiveness of human resource elements include: systematic evaluation of staff numbers; a sound selection process based on verifiable criteria; provision of an adequate staffing level throughout the year; full involvement of the ward sister in the process of admitting patients; and sound communication within the care team. Paying attention to these factors creates a suitable background for improved productivity and decreases negative impacts of human resource shortages, whereas ignoring or interfering with them would result in lowering of nurses' productivity. Conclusion Participants maintained that satisfactory human resources can improve nurses' productivity and the quality of care they provide; thereby fulfilling the core objective of the health care system. PMID:16212672

Earth-Science Research for Addressing the Water-Energy Nexus

NASA Astrophysics Data System (ADS)

Healy, R. W.; Alley, W. M.; Engle, M.; McMahon, P. B.; Bales, J. D.

2013-12-01

In the coming decades, the United States will face two significant and sometimes competing challenges: preserving sustainable supplies of fresh water for humans and ecosystems, and ensuring available sources of energy. This presentation provides an overview of the earth-science data collection and research needed to address these challenges. Uncertainty limits our understanding of many aspects of the water-energy nexus. These aspects include availability of water, water requirements for energy development, energy requirements for treating and delivering fresh water, effects of emerging energy development technologies on water quality and quantity, and effects of future climates and land use on water and energy needs. Uncertainties can be reduced with an integrated approach that includes assessments of water availability and energy resources; monitoring of surface water and groundwater quantity and quality, water use, and energy use; research on impacts of energy waste streams, hydraulic fracturing, and other fuel-extraction processes on water quality; and research on the viability and environmental footprint of new technologies such as carbon capture and sequestration and conversion of cellulosic material to ethanol. Planning for water and energy development requires consideration of factors such as economics, population trends, human health, and societal values; however, sound resource management must be grounded on a clear understanding of the earth-science aspects of the water-energy nexus. Information gained from an earth-science data-collection and research program can improve our understanding of water and energy issues and lay the ground work for informed resource management.

77 FR 61033 - Advisory Committee for Education and Human Resources; Notice of Meeting

Federal Register 2010, 2011, 2012, 2013, 2014

2012-10-05

... NATIONAL SCIENCE FOUNDATION Advisory Committee for Education and Human Resources; Notice of... Science Foundation announces the following meeting: Name: Advisory Committee for Education and Human... with respect to the Foundation's science technology, engineering, and mathematics (STEM) education and...

Public sector reform and demand for human resources for health (HRH).

PubMed

Lethbridge, Jane

2004-11-23

This article considers some of the effects of health sector reform on human resources for health (HRH) in developing countries and countries in transition by examining the effect of fiscal reform and the introduction of decentralisation and market mechanisms to the health sector.Fiscal reform results in pressure to measure the staff outputs of the health sector. Financial decentralisation often leads to hospitals becoming "corporatised" institutions, operating with business principles but remaining in the public sector. The introduction of market mechanisms often involves the formation of an internal market within the health sector and market testing of different functions with the private sector. This has immediate implications for the employment of health workers in the public sector, because the public sector may reduce its workforce if services are purchased from other sectors or may introduce more short-term and temporary employment contracts.Decentralisation of budgets and administrative functions can affect the health sector, often in negative ways, by reducing resources available and confusing lines of accountability for health workers. Governance and regulation of health care, when delivered by both public and private providers, require new systems of regulation.The increase in private sector provision has led health workers to move to the private sector. For those remaining in the public sector, there are often worsening working conditions, a lack of employment security and dismantling of collective bargaining agreements.Human resource development is gradually being recognised as crucial to future reforms and the formulation of health policy. New information systems at local and regional level will be needed to collect data on human resources. New employment arrangements, strengthening organisational culture, training and continuing education will also be needed.

[Diagnostic studies in the planning process of human resources: the Central American experience].

PubMed

de Canales, F; Martínez Chopen, O; Tercero Talavera, I; González, G

1987-01-01

In this paper the authors analyze various aspects of one of the essential stages in the process of planning human resources--diagnostic studies and research which will serve as a starting point. They stress the role of diagnostic personnel studies in formulating human resources policies and planning, and describe the phases to be followed in their execution, according to the results obtained in the three Central American countries (Guatemala, Honduras, and Nicaragua) in which the studies were completed. The paper concludes with a summary of the process in the three countries.

Human resource processes and the role of the human resources function during mergers and acquisitions in the electricity industry

NASA Astrophysics Data System (ADS)

Dass, Ted K.

Mergers and acquisitions (M&A) have been a popular strategy for organizations to consolidate and grow for more than a century. However, research in this field indicates that M&A are more likely to fail than succeed, with failure rates estimated to be as high as 75%. People-related issues have been identified as important causes for the high failure rate, but these issues are largely neglected until after the deal is closed. One explanation for this neglect is the low involvement of human resource (HR) professionals and the HR function during the M&A process. The strategic HR management literature suggests that a larger role for HR professionals in the M&A process would enable organizations to identify potential problems early and devise appropriate solutions. However, empirical research from an HR perspective has been scarce in this area. This dissertation examines the role of the HR function and the HR processes followed in organizations during M&A. Employing a case-study research design, this study examines M&A undertaken by two large organizations in the electricity industry through the lens of a "process" perspective. Based on converging evidence, the case studies address three sets of related issues: (1) how do organizations undertake and manage M&A; (2) what is the extent of HR involvement in M&A and what role does it play in the M&A process; and (3) what factors explain HR involvement in the M&A process and, more generally, in the formulation of corporate goals and strategies. Results reveal the complexity of issues faced by organizations in undertaking M&A, the variety of roles played by HR professionals, and the importance of several key contextual factors---internal and external to the organization---that influence HR involvement in the M&A process. Further, several implications for practice and future research are explored.

Private sector, human resources and health franchising in Africa.

PubMed Central

Prata, Ndola; Montagu, Dominic; Jefferys, Emma

2005-01-01

In much of the developing world, private health care providers and pharmacies are the most important sources of medicine and medical care and yet these providers are frequently not considered in planning for public health. This paper presents the available evidence, by socioeconomic status, on which strata of society benefit from publicly provided care and which strata use private health care. Using data from The World Bank's Health Nutrition and Population Poverty Thematic Reports on 22 countries in Africa, an assessment was made of the use of public and private health services, by asset quintile groups, for treatment of diarrhoea and acute respiratory infections, proxies for publicly subsidized services. The evidence and theory on using franchise networks to supplement government programmes in the delivery of public health services was assessed. Examples from health franchises in Africa and Asia are provided to illustrate the potential for franchise systems to leverage private providers and so increase delivery-point availability for public-benefit services. We argue that based on the established demand for private medical services in Africa, these providers should be included in future planning on human resources for public health. Having explored the range of systems that have been tested for working with private providers, from contracting to vouchers to behavioural change and provider education, we conclude that franchising has the greatest potential for integration into large-scale programmes in Africa to address critical illnesses of public health importance. PMID:15868018

Private sector, human resources and health franchising in Africa.

PubMed

Prata, Ndola; Montagu, Dominic; Jefferys, Emma

2005-04-01

In much of the developing world, private health care providers and pharmacies are the most important sources of medicine and medical care and yet these providers are frequently not considered in planning for public health. This paper presents the available evidence, by socioeconomic status, on which strata of society benefit from publicly provided care and which strata use private health care. Using data from The World Bank's Health Nutrition and Population Poverty Thematic Reports on 22 countries in Africa, an assessment was made of the use of public and private health services, by asset quintile groups, for treatment of diarrhoea and acute respiratory infections, proxies for publicly subsidized services. The evidence and theory on using franchise networks to supplement government programmes in the delivery of public health services was assessed. Examples from health franchises in Africa and Asia are provided to illustrate the potential for franchise systems to leverage private providers and so increase delivery-point availability for public-benefit services. We argue that based on the established demand for private medical services in Africa, these providers should be included in future planning on human resources for public health. Having explored the range of systems that have been tested for working with private providers, from contracting to vouchers to behavioural change and provider education, we conclude that franchising has the greatest potential for integration into large-scale programmes in Africa to address critical illnesses of public health importance.

Human resources requirements for highly active antiretroviral therapy scale-up in Malawi.

PubMed

Muula, Adamson S; Chipeta, John; Siziya, Seter; Rudatsikira, Emmanuel; Mataya, Ronald H; Kataika, Edward

2007-12-19

Twelve percent of the adult population in Malawi is estimated to be HIV infected. About 15% to 20% of these are in need of life saving antiretroviral therapy. The country has a public sector-led antiretroviral treatment program both in the private and public health sectors. Estimation of the clinical human resources needs is required to inform the planning and distribution of health professionals. We obtained data on the total number of patients on highly active antiretroviral treatment program from the Malawi National AIDS Commission and Ministry of Health, HIV Unit, and the number of registered health professionals from the relevant regulatory bodies. We also estimated number of health professionals required to deliver highly active antiretroviral therapy (HAART) using estimates of human resources from the literature. We also obtained data from the Ministry of Health on the actual number of nurses, clinical officers and medical doctors providing services in HAART clinics. We then made comparisons between the human resources situation on the ground and the theoretical estimates based on explicit assumptions. There were 610 clinicians (396 clinical officers and 214 physicians), 44 pharmacists and 98 pharmacy technicians and 7264 nurses registered in Malawi. At the end of March 2007 there were 85 clinical officer and physician full-time equivalents (FTEs) and 91 nurse FTEs providing HAART to 95,674 patients. The human resources used for the delivery of HAART comprised 13.9% of all clinical officers and physicians and 1.1% of all nurses. Using the estimated numbers of health professionals from the literature required 15.7-31.4% of all physicians and clinical officers, 66.5-199.3% of all pharmacists and pharmacy technicians and 2.6 to 9.2% of all the available nurses. To provide HAART to all the 170,000 HIV infected persons estimated as clinically eligible would require 4.7% to 16.4% of the total number of nurses, 118.1% to 354.2% of all the available pharmacists and

The gap in human resources to deliver the guaranteed package of prevention and health promotion services at urban and rural primary care facilities in Mexico.

PubMed

Alcalde-Rabanal, Jacqueline Elizabeth; Nigenda, Gustavo; Bärnighausen, Till; Velasco-Mondragón, Héctor Eduardo; Darney, Blair Grant

2017-08-03

The purpose of this study was to estimate the gap between the available and the ideal supply of human resources (physicians, nurses, and health promoters) to deliver the guaranteed package of prevention and health promotion services at urban and rural primary care facilities in Mexico. We conducted a cross-sectional observational study using a convenience sample. We selected 20 primary health facilities in urban and rural areas in 10 states of Mexico. We calculated the available and the ideal supply of human resources in these facilities using estimates of time available, used, and required to deliver health prevention and promotion services. We performed descriptive statistics and bivariate hypothesis testing using Wilcoxon and Friedman tests. Finally, we conducted a sensitivity analysis to test whether the non-normal distribution of our time variables biased estimation of available and ideal supply of human resources. The comparison between available and ideal supply for urban and rural primary health care facilities reveals a low supply of physicians. On average, primary health care facilities are lacking five physicians when they were estimated with time used and nine if they were estimated with time required (P < 0.05). No difference was observed between available and ideal supply of nurses in either urban or rural primary health care facilities. There is a shortage of health promoters in urban primary health facilities (P < 0.05). The available supply of physicians and health promoters is lower than the ideal supply to deliver the guaranteed package of prevention and health promotion services. Policies must address the level and distribution of human resources in primary health facilities.

Role of strategic human resource management in crisis management in Australian greenfield hospital sites: a crisis management theory perspective.

PubMed

Kendrick, Madeleine Iris; Bartram, Timothy; Cavanagh, Jillian; Burgess, John

2017-11-20

Objective This study examined strategic human resource management (SHRM) activities in two case hospitals relative to their approach to greenfield site success. Methods A comparative case study analysis approach was used, with documents sourced from public, open-access sites. The theoretical framework of crisis management theory's (CMT) proactive management and open communication channels was used to examine the documents, which were annual reports addressing both hospitals' first year of performance, union publications and transcripts of relevant parliamentary inquiries. Results The hospital that effectively used CMT in its first 12 months was demonstratively more 'successful' than the hospital that reported to not have effectively used CMT. 'Success' in this project was articulated as the hospital's ability to consolidate operations, without ongoing negative media attention, after 12 months. Conclusion This study provided an identification of how the use of CMT in a hospital's greenfield stage can increase the hospital's chances of 'success'. What is known about the topic? Journal and media articles illustrated a gap in greenfield human resource management (HRM) regarding successful consolidation, especially the healthcare context. Although manufacturing firms are addressed in academic literature in a greenfield context, there is a lack of knowledge concerning successful greenfield HRM in a healthcare context. What does this paper add? This study is among the first to identify the role of CMT in successful greenfield site establishment by identifying its presence in management activities. What are the implications for practitioners? The findings of this study suggest a potential link between the implementation of CMT and greenfield site success. This could allow future greenfield healthcare sites to operate with less cost and risk. The lack of stakeholder participation in the present study limits the applicability of its findings. However, archival document

The Prevalence and Distribution of Aging-Friendly Human Resource Practices.

PubMed

Segel-Karpas, Dikla; Bamberger, Peter A; Bacharach, Samuel B

2015-07-01

The aging of the workforce in the developed world has prompted organizations to implement human resource (HR) policies and practices encouraging older workers to defer retirement. However, little is known about the prevalence of such practices, and the organizational factors associated with their adoption. In this study, we used data collected from 2008 to 2009 from a national probability sample of retirement eligible workers in the United States (N = 407) to assess the prevalence of aging-friendly human resource practices (AFHRP), and their organizational predictors. Results indicate that employee wellness programs, unpaid leave, and reassignment based on physical needs are among the most prevalent AFHRP. However, in the vast majority of enterprises, AFHRP are limited. Results also indicate that projected organizational growth and a focus on internal labor market practices are positively associated with the adoption of AFHRP. Organizational size and the degree of unionization, while positively associated with aging-friendly benefits, were inversely associated with flexibility practices. © The Author(s) 2015.

Assessment of the Potential for Human Resource Accounting in Venezuelan Navy Management Decision Making.

DTIC Science & Technology

1981-12-01

Accounting Association, 1957, op. cit, p. 6. 23. Horngren , Charles, " Cost Accounting : A Managerial Emphasis," Solutions Manual, Prentice-Hall...Model," Management Accounting , December 1977. Savich, R. S . and Ehrenreich, K. E., " Cost /Benefits Analysis of Human Resource Accounting Alternatives...A0A112 T40 NAVAL POSTGRADUATE SCHOOL MONTEREY CA F/ S S / ASSESS1ENT OF THE POTENTIAL FOR HUMAN RESOURCE ACCOUNTING IN VE-ETC(Ul EC GS K FI MARN

Strengthening human resources for health through multisectoral approaches and leadership: the case of Cameroon.

PubMed

Kingue, S; Rosskam, E; Bela, A C; Adjidja, A; Codjia, L

2013-11-01

Cameroon has a severe shortage of human resources for health (HRH) and those that are available are concentrated in urban areas. As the result of a national emergency plan for the years 2006-2008, innovative strategies and a multisectoral partnership - led by the Ministry of Public Health and supported by diverse national and international organizations - were developed to address the shortages and maldistribution of HRH in Cameroon. At the time that the emergency plan was developed, Cameroon had health services of poor quality, an imbalance between HRH training and employment, a maldistribution of HRH between urban and rural areas and a poor allocation of financial resources for HRH. It also lacked an accreditation system for use in the training of health workers. Between 2007 and 2009, the number of active health workers in Cameroon increased by 36%, several new institutions for higher education in health care and training schools for paramedical staff and midwives were opened, and a national strategy for universal health coverage was developed. In the improvement of HRH, strong leadership is needed to ensure effective coordination and communication between the many different stakeholders. A national process of coordination and facilitation can produce a consensus-based view of the main HRH challenges. Once these challenges have been identified, the stakeholders can plan appropriate interventions that are coordinated, evidence-based and coherent.

Human resource management in patient-centered pharmaceutical care.

PubMed

White, S J

1994-04-01

Patient-centered care may have the pharmacists and technicians reporting either directly or in a matrix to other than pharmacy administration. The pharmacy administrative people will need to be both effective leaders and managers utilizing excellent human resource management skills. Significant creativity and innovation will be needed for transition from departmental-based services to patient care team services. Changes in the traditional methods of recruiting, interviewing, hiring, training, developing, inspiring, evaluating, and disciplining are required in this new environment.

ADDRESSING HUMAN EXPOSURES TO AIR POLLUTANTS AROUND BUILDINGS IN URBAN AREAS WITH COMPUTATIONAL FLUID DYNAMICS MODELS

EPA Science Inventory

This paper discusses the status and application of Computational Fluid Dynamics (CFD) models to address challenges for modeling human exposures to air pollutants around urban building microenvironments. There are challenges for more detailed understanding of air pollutant sour...

Developing and sustaining human resources in the health supply chain in Ethiopia: barriers and enablers.

PubMed

Kälvemark Sporrong, Sofia; Traulsen, Janine M; Damene Kabtimer, Woynabeba; Mekasha Habtegiorgis, Bitsatab; Teshome Gebregeorgise, Dawit; Essah, Nana Am; Khan, Sara A; Brown, Andrew N

2016-01-01

The health supply chain is often the weakest link in achieving the health-related Millennium Development Goals and universal health coverage, requiring trained professionals who are often unavailable. In Ethiopia there have been recent developments in the area of health supply chain management. The aim of this study was to explore the current status of the development of human resources in health supply chain management in Ethiopia and to identify important factors affecting this development. A series of face-to-face interviews with key stakeholders was carried out in 2014. The interviews were conducted using a semi-structured interview guide. The interview guide comprised 51 questions. A qualitative analysis of transcripts was made. A total of 25 interviews were conducted. Three themes were identified: General changes: recognition, commitment and resources, Education and training, and Barriers and enablers. Results confirm the development of human resources in health supply chain management in many areas. However, several problems were identified including lack of coordination, partly due to the large number of stakeholders; reported high staff mobility; and a lack of overall strategy regarding the job/career structures necessary for maintaining human resources. Rural areas have a particular set of problems, including in transportation of goods and personnel, attracting and keeping personnel, and in communication and access to information. Ethiopia is on the way to developing a nationwide viable system for health supply chain management. However, there are still challenges. Short-term challenges include the importance of highlighting strategies and programs for human resources in health supply chain management. In the long term, commitments to financial support must be obtained. A strategy is needed for the further development and sustainability of human resources in the health supply chain in Ethiopia.

Review of Human Resource Operations in the Charlotte-Mecklenburg Schools

ERIC Educational Resources Information Center

Council of the Great City Schools, 2006

2006-01-01

In October 2006, the Superintendent of the Charlotte-Mecklenburg Schools, asked the Council of the Great City Schools to examine the district's human resources division and to provide: (1) High level review of the division's organizational and administrative structure with recommendations for improvements; (2) Assessment of the effectiveness of…

Issues in Work-Related Education. EAE605 Human Resource Development.

ERIC Educational Resources Information Center

Deakin Univ., Victoria (Australia).

This publication is part of the study materials for the one-semester distance education unit, Human Resource Development, in the Open Campus Program at Deakin University (Australia). It contains three essays that explore the approaches to learning currently modeled within industry. "Training for Women" (Kathy MacDermott) presents the…

Human Resource Development and Manpower Training. Paper Presentations: Session B.

ERIC Educational Resources Information Center

2000

This document contains 18 papers from the human resource development and manpower training section of an international conference on vocational education and training (VET) for lifelong learning in the information era. The following papers are included: "Use of Social and Economic Modeling to Plan Vocational Education and Training"…

Reflections and Future Prospects for Evaluation in Human Resource Development

ERIC Educational Resources Information Center

Han, Heeyoung; Boulay, David

2013-01-01

Human resource development (HRD) evaluation has often been criticized for its limited function in organizational decision making. This article reviews evaluation studies to uncover the current status of HRD evaluation literature. The authors further discuss general evaluation theories in terms of value, use, and evaluator role to extend the…

Selective and contagious prosocial resource donation in capuchin monkeys, chimpanzees and humans

PubMed Central

Claidière, Nicolas; Whiten, Andrew; Mareno, Mary C.; Messer, Emily J. E.; Brosnan, Sarah F.; Hopper, Lydia M.; Lambeth, Susan P.; Schapiro, Steven J.; McGuigan, Nicola

2015-01-01

Prosocial acts benefitting others are widespread amongst humans. By contrast, chimpanzees have failed to demonstrate such a disposition in several studies, leading some authors to conclude that the forms of prosociality studied evolved in humans since our common ancestry. However, similar prosocial behavior has since been documented in other primates, such as capuchin monkeys. Here, applying the same methodology to humans, chimpanzees, and capuchins, we provide evidence that all three species will display prosocial behavior, but only in certain conditions. Fundamental forms of prosociality were age-dependent in children, conditional on self-beneficial resource distributions even at age seven, and conditional on social or resource configurations in chimpanzees and capuchins. We provide the first evidence that experience of conspecific companions' prosocial behavior facilitates prosocial behavior in children and chimpanzees. Prosocial actions were manifested in all three species following rules of contingency that may reflect strategically adaptive responses. PMID:25559658

Night-time lights as a proxy of human pressure on freshwater resources

NASA Astrophysics Data System (ADS)

Ceola, Serena; Montanari, Alberto; Laio, Francesco

2017-04-01

The presence and availability of freshwater resources at the global scale control the dynamics and the biodiversity of river ecosystems, as well as the human development and the security of people and economies. The increasing human pressure on freshwater is known to potentially drive significant alterations on both ecohydrological and social dynamics. To date, a spatially-detailed snapshot (i.e. single in time) analysis of human water security and river biodiversity threats revealed that the majority of the world's population and river ecosystems are exposed to high levels of endangerment. However, the temporal evolution of these effects at the global scale is still unexplored. To this aim, moving from the recent progress on remote sensing techniques, we employed yearly averaged night-time light images available from 1992 to 2013 as a proxy of anthropogenic presence and activity and we investigated how threats to human water security and river biodiversity evolved in time in 405 major river basins. Our results show a consistent correlation between nightlights and ecohydrological and threats, providing innovative support for freshwater resources management.

Resources from the NASA SMD Astrophysics Forum: Addressing the needs of the higher education community (Invited)

NASA Astrophysics Data System (ADS)

Meinke, B. K.; Schultz, G. R.; Smith, D.; Bianchi, L.; Blair, W. P.; Fraknoi, A.

2013-12-01

Four NASA Science Mission Directorate (SMD) Science Education and Public Outreach Forums organize individual SMD-funded E/PO projects and their teams into a coordinated effort. The Forums assist scientists and educators with becoming involved in SMD E/PO and make SMD E/PO resources and expertise accessible to the science and education communities. The Astrophysics Forum and the Astrophysics E/PO community have focused efforts to support and engage the higher education community on enhancing awareness of the resources available to them. To ensure Astrophysics higher education efforts are grounded in audience needs, we held informal conversations with instructors of introductory astronomy courses, convened sessions with higher education faculty and E/PO professionals at conferences, and examined existing literature and findings of the SMD Higher Education Working Group. This work indicates that most Astronomy 101 instructors are not specialists in areas of astrophysics where rapid progress is being made, older textbooks are out of date, and ideas are challenging for students. Instructors are seeking resources and training that support them in effectively teaching the latest science and are in need both basic material and information on new results. In this session, we will discuss our efforts to address these expressed needs, namely through Resource Guides and Slide Sets, and how these are applicable to topics in Heliophysics and Planetary Science. We have collaborated with the Astrophysics E/PO community, researchers, and Astronomy 101 instructors to create two Resource Guides on the topics of cosmology and exoplanets. These fields are ripe with scientific developments that college instructors have told us they find challenging to stay current. Each guide includes a wide variety of sources of background information, links to animations/simulations, classroom activities, and references on teaching each topic. Feedback from Astronomy 101 instructors indicated that the

Stigmatization of obese individuals by human resource professionals: an experimental study.

PubMed

Giel, Katrin E; Zipfel, Stephan; Alizadeh, Manuela; Schäffeler, Norbert; Zahn, Carmen; Wessel, Daniel; Hesse, Friedrich W; Thiel, Syra; Thiel, Ansgar

2012-07-16

Weight-related stigmatization is a public health problem. It impairs the psychological well-being of obese individuals and hinders them from adopting weight-loss behaviors. We conducted an experimental study to investigate weight stigmatization in work settings using a sample of experienced human resource (HR) professionals from a real-life employment setting. In a cross-sectional, computer-based experimental study, a volunteer sample of 127 HR professionals (age: 41.1 ± 10.9 yrs., 56% female), who regularly make career decisions about other people, evaluated individuals shown in standardized photographs regarding work-related prestige and achievements. The photographed individuals differed with respect to gender, ethnicity, and Body Mass Index (BMI). Participants underestimated the occupational prestige of obese individuals and overestimated it for normal-weight individuals. Obese people were more often disqualified from being hired and less often nominated for a supervisory position, while non-ethnic normal-weight individuals were favored. Stigmatization was most pronounced in obese females. The data suggest that HR professionals are prone to pronounced weight stigmatization, especially in women. This highlights the need for interventions targeting this stigmatization as well as stigma-management strategies for obese individuals. Weight stigmatization and its consequences needs to be a topic that is more strongly addressed in clinical obesity care.

Training Social Workers and Human Service Professionals to Address the Complex Financial Needs of Clients

ERIC Educational Resources Information Center

Frey, Jodi Jacobson; Hopkins, Karen; Osteen, Philip; Callahan, Christine; Hageman, Sally; Ko, Jungyai

2017-01-01

In social work and other community-based human services settings, clients often present with complex financial problems. As a need for more formal training is beginning to be addressed, evaluation of existing training is important, and this study evaluates outcomes from the Financial Stability Pathway (FSP) project. Designed to prepare…

Challenges of human resource management in the institutions for care of elderly people

NASA Astrophysics Data System (ADS)

Lepir, Lj; Šćepović, D.; Radonjić, A. R.

2017-05-01

Human resources are the most important resources of any work organization or institution. They are the bearers of the work process and are key in determining the quality of a product or service. The staff employed in an institution contributes with their work to its business success which is why the institution management should pay close attention to human resources management. Functionally, the successful management of social protection institutions implies the attainment of balance in the process of satisfying interests of beneficiaries, interests of the institution management (founder-owner), and interests of the employees (service providers to elderly people). Interests of beneficiaries (elderly people) who are placed in residential care are reflected in the need for high quality and accessible services. Interests of the institution management are recognized as the need to achieve economically sustainable and profitable institution. An interest of direct service providers (employed caregivers, social workers, etc.) is in the safe premises and good working conditions. The term “human resources” in institutions of social protection implies overall knowledge, skills, abilities, creative capabilities, motivation, loyalty and personal characteristics owned by employees in the institution. It is the overall intellectual and emotional energy of employees that the management can count on and that can be engaged to achieving the objectives of the institution. The objectives of human resource management in social protection institutions are related to providing capability with job demands, fulfillment of professional and optimal number of competent workers, improving socio-economic status of employees, ensuring full time engagement of workers, improving the quality of work conditions and work environment, creating and maintaining a flexible and adaptive potential of employees, reducing resistance and increasing the sensitivity of employees to changes in the

[Human resource planning in operative anaesthesia : Structured interviews with 23 supervising senior physicians].

PubMed

Bent, F; Ahlbrandt, J; Wagner, A; Weigand, M A; Hofer, S; Lichtenstern, C

2016-05-01

In the hospital, human resource planning has to consider the needs and preferences of personnel and planners as well as the financial interest of the hospital. Additionally, staff planning has become more complex due to a growing number of part-time doctors as well as a variety of working shifts. The aim of the study was to describe existing human resource planning in German anesthesiology departments. Furthermore, we evaluated existing software solutions supporting human resource planning. Anesthesiology departments of German university hospitals were enrolled in the study. The aspects covered were tools and time needed for planning, amount of conflicts while planning, components of the software solutions and the efficiency and satisfaction according to the users. This was evaluated for short-, intermediate- and long-term planning. Two groups were compared: departments with and without software exchanging information among the three planning periods. Out of 35 university anesthesiology departments, 23 took part in the survey. On average they employed 105.8 ± 27.8 doctors who had to cover 13.5 ± 6.3 different shifts during a weekday. Personnel planning is mostly done by senior physicians. In some departments, other staff, such as residents and junior doctors, were involved as well. Software that exchanged information between short-, intermediate- and long-term planning was used in 53 % of the departments (12 out of 23). Five departments used commercially available planning software: Polypoint Deutschland (PolypointDeutschland), Atoss (Atoss AG) and SP Expert (Interflex Datensysteme). The time needed for short-term planning was slightly reduced in the exchanging software group. No difference was shown for the intermediate planning period. The use of this software led to a slight reduction in planning conflicts and increased the self-estimated efficiency of the users (p = 0.02). Throughout all groups, the major complaint was missing interfaces, for example

In-Situ Resource Utilization (ISRU) Development Program

NASA Technical Reports Server (NTRS)

Sanders, Jerry

1998-01-01

The question "Why In-Situ Resource Utilization (ISRU)?" is addressed in this presentation. The reasons given concentrate on Cost reduction, Mass reduction, Risk reduction, the expansion of human exploration and presence and the enabling of industrial exploitation. A review of the Martian and Lunar resources available for ISRU is presented. Other ISRU concepts (i.e., In-Situ Consumable production (ISCP) and In-Situ Propellant Production (ISPP)) are introduced and further explained. The objectives of a Mars ISRU System Technology (MIST) include (1) the characterization of technology and subsystem performance for mission modeling and technology funding planning, (2) reduce risk and concerns arising from sample return and human missions utilizing ISRU, and (3) demonstrate the environmental suitability of ISRU components/processes and systems. A proof of concept demonstration schedule and a facility overview for MIST is presented.

Health worker motivation in Africa: the role of non-financial incentives and human resource management tools.

PubMed

Mathauer, Inke; Imhoff, Ingo

2006-08-29

professionalism and addressing professional goals such as recognition, career development and further qualification. It must be the aim of human resources management/quality management (HRM/QM) to develop the work environment so that health workers are enabled to meet their personal and the organizational goals.

Health worker motivation in Africa: the role of non-financial incentives and human resource management tools

PubMed Central

Mathauer, Inke; Imhoff, Ingo

2006-01-01

and nurses. This entails acknowledging their professionalism and addressing professional goals such as recognition, career development and further qualification. It must be the aim of human resources management/quality management (HRM/QM) to develop the work environment so that health workers are enabled to meet their personal and the organizational goals. PMID:16939644

Driving Performance Improvements by Integrating Competencies with Human Resource Practices

ERIC Educational Resources Information Center

Lee, Jin Gu; Park, Yongho; Yang, Gi Hun

2010-01-01

This study explores the issues in the development and application of a competency model and provides implications for more precise integration of competencies into human resource (HR) functions driving performance improvement. This research is based on a case study from a Korean consumer corporation. This study employed document reviews,…

Technological Innovation and Strategic Human Resource Management: Developing a Theory.

ERIC Educational Resources Information Center

Gattiker, Urs E.

Technological innovation affects the structure and content of jobs. Research indicates that there is a need for a theory of technological innovation and strategic human resource management considering several factors, such as an employee's beliefs about the effect of technological innovations on the quality of work life and work content.…

New Technology and Human Resource Development in the Automobile Industry.

ERIC Educational Resources Information Center

Organisation for Economic Cooperation and Development, Paris (France). Centre for Educational Research and Innovation.

This document contains five case studies of plants within large enterprises in the automobile industry (Ford, Toyota, Volkswagen, Renault, and Volvo), plus reports of each company's views on human resource development, new technology, and changes in work organization and skill formation. The document is composed of five narrative sections,…

Human Resource Management Careers: Different Paths for Men and Women?

ERIC Educational Resources Information Center

Ackah, Carol; Heaton, Norma

2003-01-01

Responses from individuals with postgraduate human resource management qualifications (n=52, 60% women, 40% men) indicated that men received more internal promotions, women sought career advancement externally and received lower salaries. Women were much more likely to perceive career barriers such as lack of role models or self-confidence.…

Human Resource Architectures for New Teachers in Flemish Primary Education

ERIC Educational Resources Information Center

Vekeman, Eva; Devos, Geert; Valcke, Martin

2016-01-01

Since research shows that the quality of a school's teaching force is related to its personnel practices, there is a growing interest in human resource management (HRM) in education. Existing research has generated insights into the differences, constraints and effects of single and isolated HR practices. Yet, little research is available…

Multiple-level stakeholder engagement in malaria clinical trials: addressing the challenges of conducting clinical research in resource-limited settings.

PubMed

Mtove, George; Kimani, Joshua; Kisinza, William; Makenga, Geofrey; Mangesho, Peter; Duparc, Stephan; Nakalembe, Miriam; Phiri, Kamija S; Orrico, Russell; Rojo, Ricardo; Vandenbroucke, Pol

2018-03-22

Multinational clinical trials are logistically complex and require close coordination between various stakeholders. They must comply with global clinical standards and are accountable to multiple regulatory and ethical bodies. In resource-limited settings, it is challenging to understand how to apply global clinical standards to international, national, and local factors in clinical trials, making multiple-level stakeholder engagement an important element in the successful conduct of these clinical trials. During the planning and implementation of a large multinational clinical trial for intermittent preventive treatment of malaria in pregnancy in resource-limited areas of sub-Saharan Africa, we encountered numerous challenges, which required implementation of a range of engagement measures to ensure compliance with global clinical and regulatory standards. These challenges included coordination with ongoing global malaria efforts, heterogeneity in national regulatory structures, sub-optimal healthcare infrastructure, local practices and beliefs, and perspectives that view healthcare providers with undue trust or suspicion. In addition to engagement with international bodies, such as the World Health Organization, the Malaria in Pregnancy Consortium, the Steve Biko Centre for Bioethics, and the London School of Hygiene and Tropical Medicine, in order to address the challenges just described, Pfizer Inc. and Medicines for Malaria Venture (the "Sponsoring Entities" for these studies) and investigators liaised with national- and district-level stakeholders such as health ministers and regional/local community health workers. Community engagement measures undertaken by investigators included local meetings with community leaders to explain the research aims and answer questions and concerns voiced by the community. The investigators also engaged with family members of prospective trial participants in order to be sensitive to local practices and beliefs. Engagement

Trends of geographic inequalities in the distribution of human resources in healthcare system: the case of Iran.

PubMed

Sefiddashti, Sara Emamgholipour; Arab, Mohammad; Ghazanfari, Sadegh; Kazemi, Zhila; Rezaei, Satar; Karyani, Ali Kazemi

2016-07-01

Considering the scarcity of skilled workers in the health sector, the appropriate distribution of human resources in this sector is very important for improving people's health. Having information about the degree of equality in the distribution of health human resources and their time trends is necessary for better planning and efficient use of these resources. The aim of this study was to determine the trend of inequality in the allocation of human resources in the health sector in Tehran between 2007 and 2013. This cross-sectional study was conducted in Tehran Province in Iran. The inequality in the distribution of human resources (specialists, general practitioners, pharmacists, paramedics, dentists, nurses and community health workers (Behvarz)) in 10 cities in Tehran Province was investigated using the Gini coefficient and the dissimilarity index. The time trend of inequality was examined by regression analysis. The required data were collected from the statistical yearbook of the Iran Statistics Center (ISC). The highest value of the Gini coefficient (GC) was related to nurses (GC = 0.291) in 2007. The highest value of the Gini coefficient was related to nurses and Behvarzs in 2008 and 2009, respectively. The distribution of specialists had the highest inequality in 2010 (GC = 0.298), 2011 (GC = 0.300) and 2013 (GC = 0.316). General practitioners had the lowest Gini coefficient for 2007, 2008 and 2012. Nurses for 2009 and Behvarzs for 2010, 2011 and 2013 had the lowest value of Gini coefficient. The dissimilarity indexes for specialists and general practitioners were 26.64 and 8.72 in 2013, respectively. The means of this index for included resources were 31.35, 18.27, 16.91, 22.32, 15.82, 26.74, and 24.33, respectively. The time trend analysis showed that the coefficient of time was positive for all of the human resources, except Behvarzes, and only the coefficient of general practitioners was statistically significant ( p<0.01). Over time, inequalities in

Building Virtuality into University-Based Human Resources Policy in China's Universities

ERIC Educational Resources Information Center

Guoliang, Zhang

2005-01-01

On the basis of discussing the notion of virtual human resources and its structure, this paper analyzes the necessity of building up virtual university teaching staff and proposes a model for the structural makeup of virtual university teaching staff.

Human Resources Development and Career Development: Where Are We, and Where Do We Need to Go

ERIC Educational Resources Information Center

Shuck, Brad; McDonald, Kim; Rocco, Tonette S.; Byrd, Marilyn; Dawes, Elliott

2018-01-01

At the 2017 meeting of the Academy of Human Resource Development Annual Town Hall, four scholars discussed their diverse outlooks on the research and practice of career development in the Human Resource Development field. What follows in this curated collection of voices is a look into the perspective of each person who spoke at the 2017 Town Hall…

Toward human resource management in inter-professional health practice: linking organizational culture, group identity and individual autonomy.

PubMed

Tataw, David

2012-01-01

The literature on team and inter-professional care practice describes numerous barriers to the institutionalization of inter-professional healthcare. Responses to slow institutionalization of inter-professional healthcare practice have failed to describe change variables and to identify change agents relevant to inter-professional healthcare practice. The purpose of this paper is to (1) describe individual and organizational level barriers to collaborative practice in healthcare; (2) identify change variables relevant to the institutionalization of inter-professional practice at individual and organizational levels of analysis; and (3) identify human resource professionals as change agents and describe how the strategic use of the human resource function could transform individual and organizational level change variables and therefore facilitate the healthcare system's shift toward inter-professional practice. A proposed program of institutionalization includes the following components: a strategic plan to align human resource functions with organizational level inter-professional healthcare strategies, activities to enhance professional competencies and the organizational position of human resource personnel, activities to integrate inter-professional healthcare practices into the daily routines of institutional and individual providers, activities to stand up health provider champions as permanent leaders of inter-professional teams with human resource professionals as consultants and activities to bring all key players to the table including health providers. Copyright © 2012 John Wiley & Sons, Ltd.

Forest resources of nations in relation to human well-being.

PubMed

Kauppi, Pekka E; Sandström, Vilma; Lipponen, Antti

2018-01-01

A universal turnaround has been detected in many countries of the World from shrinking to expanding forests. The forest area of western Europe expanded already in the 19th century. Such early trends of forest resources cannot be associated with the rapid rise of atmospheric carbon dioxide nor with the anthropogenic climate change, which have taken place since the mid 20th century. Modern, most recent spatial patterns of forest expansions and contractions do not correlate with the geography of climate trends nor with dry versus moist areas. Instead, the forest resources trends of nations correlate positively with UNDP Human Development Index. This indicates that forest resources of nations have improved along with progress in human well-being. Highly developed countries apply modern agricultural methods on good farmlands and abandon marginal lands, which become available for forest expansion. Developed countries invest in sustainable programs of forest management and nature protection. Our findings are significant for predicting the future of the terrestrial carbon sink. They suggest that the large sink of carbon recently observed in forests of the World will persist, if the well-being of people continues to improve. However, despite the positive trends in domestic forests, developed nations increasingly outsource their biomass needs abroad through international trade, and all nations rely on unsustainable energy use and wasteful patterns of material consumption.

Examining human resources' efforts to develop a culturally competent workforce.

PubMed

Whitman, Marilyn V; Valpuesta, Domingo

2010-01-01

The increasing diversification of the nation's population poses significant challenges in providing care that meets the needs of culturally diverse patients. Human resource management plays a vital role in developing a more culturally competent workforce. This exploratory study examines current efforts by human resource directors (HRDs) in Alabama's general hospitals to recruit more diverse candidates, train staff, and make language access resources available. A questionnaire was developed based on the Office of Minority Health's Culturally and Linguistically Appropriate Services standards. The HRDs of the 101 Alabama general hospitals served as the study's target population. A sample of 61 responses, or 60.4% of the population, was obtained. The findings indicate that most HRDs are focusing their efforts on recruiting racially/ethnically diverse candidates and training clerical and nursing staff to care for culturally and linguistically diverse patients. Less effort is being focused on recruiting candidates who speak a different language, and only 44.3% have a trained interpreter on the staff. The HRDs who indicated that they work closely with organizations that provide support to diverse groups were more likely to recruit diverse employees and have racially/ethnically and linguistically diverse individuals in leadership positions. It is crucial that health care organizations take the necessary steps to diversify their workforce to broaden access, improve the quality and equity of care, and capture a greater market share.

IAEA programs in empowering the nuclear medicine profession through online educational resources.

PubMed

Pascual, Thomas Nb; Dondi, Maurizio; Paez, Diana; Kashyap, Ravi; Nunez-Miller, Rodolfo

2013-05-01

The International Atomic Energy Agency's (IAEA) programme in human health aims to enhance the capabilities in Member States to address needs related to the prevention, diagnosis, and treatment of diseases through the application of nuclear techniques. It has the specific mission of fostering the application of nuclear medicine techniques as part of the clinical management of certain types of diseases. Attuned to the continuous evolution of this specialty as well as to the advancement and diversity of methods in delivering capacity building efforts in this digital age, the section of nuclear medicine of the IAEA has enhanced its program by incorporating online educational resources for nuclear medicine professionals into its repertoire of projects to further its commitment in addressing the needs of its Member States in the field of nuclear medicine. Through online educational resources such as the Human Health Campus website, e-learning modules, and scheduled interactive webinars, a validation of the commitment by the IAEA in addressing the needs of its Member States in the field of nuclear medicine is strengthened while utilizing the advanced internet and communications technology which is progressively becoming available worldwide. The Human Health Campus (www.humanhealth.iaea.org) is the online educational resources initiative of the Division of Human Health of the IAEA geared toward enhancing professional knowledge of health professionals in radiation medicine (nuclear medicine and diagnostic imaging, radiation oncology, and medical radiation physics), and nutrition. E-learning modules provide an interactive learning environment to its users while providing immediate feedback for each task accomplished. Webinars, unlike webcasts, offer the opportunity of enhanced interaction with the learners facilitated through slide shows where the presenter guides and engages the audience using video and live streaming. This paper explores the IAEA's available online

From Bystander to Ally: Transforming the District Human Resources Department

ERIC Educational Resources Information Center

Campbell, Christine; DeArmond, Michael; Schumwinger, Abigail

2004-01-01

Although policymakers and academics tend to overlook the behind-the-scenes role that district human resources (HR) departments play in education, the HR office's effect is far from small. HR departments determine whether qualified teacher candidates make it to the classroom, or slip through the cracks. They can help principals find teachers who…

Attitudes of Prospective Human Resource Personnel towards Distance Learning Degrees

ERIC Educational Resources Information Center

Udegbe, I. Bola

2012-01-01

This study investigated the attitudes of Prospective Human Resource Personnel toward degrees obtained by distance learning in comparison to those obtained through conventional degree program. Using a cross-sectional survey design, a total of 215 postgraduate students who had been or had potential to be involved in the hiring process in their…

The human rights of intersex people: addressing harmful practices and rhetoric of change.

PubMed

Carpenter, Morgan

2016-05-01

Intersex people and bodies have been considered incapable of integration into society. Medical interventions on often healthy bodies remain the norm, addressing perceived familial and cultural demands, despite concerns about necessity, outcomes, conduct and consent. A global and decentralised intersex movement pursues simple core goals: the rights to bodily autonomy and self-determination, and an end to stigmatisation. The international human rights system is responding with an array of new policy statements from human rights institutions and a handful of national governments recognising the rights of intersex people. However, major challenges remain to implement those statements. Human rights violations of intersex individuals persist, deeply embedded in a deliberate history of silencing. Rhetoric of change to clinical practices remain unsubstantiated. Policy disjunctions arise in a framing of intersex issues as matters of sexual orientation and gender identity, rather than innate sex characteristics; this has led to a rhetoric of inclusion that is not matched by the reality. This paper provides an overview of harmful practices on intersex bodies, human rights developments, and rhetorics of change and inclusion. Copyright © 2016 Elsevier Inc. All rights reserved.

Report: EPA’s Distribution of Superfund Human Resources Does Not Support Current Regional Workload

EPA Pesticide Factsheets

Report #17-P-0397, September 19, 2017. Due to insufficient human resources to cover all Superfund site work, some regions have had to slow down or discontinue their efforts to protect human health and the environment.

Inter-professional collaboration as a health human resources strategy: moving forward with a western provinces research agenda.

PubMed

Mickelson, Grace; Suter, Esther; Deutschlander, Siegrid; Bainbridge, Lesley; Harrison, Liz; Grymonpre, Ruby; Hepp, Shelanne

2012-01-01

The current gap in research on inter-professional collaboration and health human resources outcomes is explored by the Western Canadian Interprofessional Health Collaborative (WCIHC). In a recent research planning workshop with the four western provinces, 82 stakeholders from various sectors including health, provincial governments, research and education engaged with WCIHC to consider aligning their respective research agendas relevant to inter-professional collaboration and health human resources. Key research recommendations from a recent knowledge synthesis on inter-professional collaboration and health human resources as well as current provincial health priorities framed the discussions at the workshop. This knowledge exchange has helped to consolidate a shared current understanding of inter-professional education and practice and health workforce planning and management among the participating stakeholders. Ultimately, through a focused research program, a well-aligned approach between sectors to finding health human resources solutions will result in sustainable health systems reform. Copyright © 2013 Longwoods Publishing.

Health-related rehabilitation services: assessing the global supply of and need for human resources

PubMed Central

2011-01-01

Background Human resources for rehabilitation are often a neglected component of health services strengthening and health workforce development. This may be partly related to weaknesses in the available research and evidence to inform advocacy and programmatic strategies. The objective of this study was to quantitatively describe the global situation in terms of supply of and need for human resources for health-related rehabilitation services, as a basis for strategy development of the workforce in physical and rehabilitation medicine. Methods Data for assessing supply of and need for rehabilitative personnel were extracted and analyzed from statistical databases maintained by the World Health Organization and other national and international health information sources. Standardized classifications were used to enhance cross-national comparability of findings. Results Large differences were found across countries and regions between assessed need for services requiring health workers associated to physical and rehabilitation medicine against estimated supply of health personnel skilled in rehabilitation services. Despite greater need, low- and middle-income countries tended to report less availability of skilled health personnel, although the strength of the supply-need relationship varied across geographical and economic country groupings. Conclusion The evidence base on human resources for health-related rehabilitation services remains fragmented, the result of limited availability and use of quality, comparable data and information within and across countries. This assessment offered the first global baseline, intended to catalyze further research that can be translated into evidence to support human resources for rehabilitation policy and practice. PMID:22004560

Human resource development for nuclear generation - from the perspective of a utility company

NASA Astrophysics Data System (ADS)

Kahar, Wan Shakirah Wan Abdul; Mostafa, Nor Azlan; Salim, Mohd Faiz

2017-01-01

Malaysia is currently in the planning phase of its nuclear power program, with the first unit targeted to be operational in 2030. Training of nuclear power plant (NPP) staffs are usually long and rigorous due to the complexity and safety aspects of nuclear power. As the sole electricity utility in the country, it is therefore essential that Tenaga Nasional Berhad (TNB) prepares early in developing its human resource and nuclear expertise as a potential NPP owner-operator. A utility also has to be prudent in managing its work force efficiently and effectively, while ensuring that adequate preparations are being made to acquire the necessary nuclear knowledge with sufficient training lead time. There are several approaches to training that can be taken by a utility company with no experience in nuclear power. These include conducting feasibility studies and benchmarking exercises, preparing long term human resource development, increasing the exposure on nuclear power technology to both the top management and general staff, and employing the assistance of relevant agencies locally and abroad. This paper discusses the activities done and steps taken by TNB in its human resource development for Malaysia's nuclear power program.

Human health improvement in Sub-Saharan Africa through integrated management of arthropod transmitted diseases and natural resources.

PubMed

Baumgärtner, J; Bieri, M; Buffoni, G; Gilioli, G; Gopalan, H; Greiling, J; Tikubet, G; Van Schayk, I

2001-01-01

A concept of an ecosystem approach to human health improvement in Sub-Saharan Africa is presented here. Three factors mainly affect the physical condition of the human body: the abiotic environment, vector-transmitted diseases, and natural resources. Our concept relies on ecological principles embedded in a social context and identifies three sets of subsystems for study and management: human disease subsystems, natural resource subsystems, and decision-support subsystems. To control human diseases and to secure food from resource subsystems including livestock or crops, integrated preventive approaches are preferred over exclusively curative and sectorial approaches. Environmental sustainability - the basis for managing matter and water flows - contributes to a healthy human environment and constitutes the basis for social sustainability. For planning and implementation of the human health improvement scheme, participatory decision-support subsystems adapted to the local conditions need to be designed through institutional arrangements. The applicability of this scheme is demonstrated in urban and rural Ethiopia.

Toward the 21st Century: Preparing Proactive Visionary Transformational Leaders for Building Learning Communities. Human Resource Development.

ERIC Educational Resources Information Center

Groff, Warren H.

This package includes a description of Nova University's Human Resource Development (HRD) core seminar and seven doctoral student papers. The description (by Warren Groff) explains how a major curriculum change was made to convert the vocational, technical, and occupational specialization seminar, Personnel-Human Resources Development, to the core…

Impact of human resource management practices on nursing home performance.

PubMed

Rondeau, K V; Wagar, T H

2001-08-01

Management scholars and practitioners alike have become increasingly interested in learning more about the ability of certain 'progressive' or 'high-performance' human resource management (HRM) practices to enhance organizational effectiveness. There is growing evidence to suggest that the contribution of various HRM practices to impact firm performance may be synergistic in effect yet contingent on a number of contextual factors, including workplace climate. A contingency theory perspective suggests that in order to be effective, HMR policies and practices must be consistent with other aspects of the organization, including its environment. This paper reports on empirical findings from research that examines the relationship between HRM practices, workplace climate and perceptions of organizational performance, in a large sample of Canadian nursing homes. Data from 283 nursing homes were collected by means of a mail survey that included questions on HRM practices, programmes, and policies, on human resource aspects of workplace climate, as well as a variety of indicators that include employee, customer/resident and facility measures of organizational performance. Results derived from ordered probit analysis suggest that nursing homes in our sample which had implemented more 'progressive' HRM practices and which reported a workplace climate that strongly values employee participation, empowerment and accountability tended to be perceived to generally perform better on a number of valued organizational outcomes. Nursing homes in our sample that performed best overall were found to be more likely to not only have implemented more of these HRM practices, but also to report having a workplace climate that reflects the seminal value that it places on its human resources. This finding is consistent with the conclusion that simply introducing HRM practices or programmes, in the absence of an appropriately supportive workplace climate, will be insufficient to attain

Quantification of the Impact of Technological Changes on Human Resources.

ERIC Educational Resources Information Center

Potter, Norman R.; And Others

The capability to predict human resource requirements based on the introduction of new technology has long been a research objective within psychology. The purpose of this study was to develop a procedure for quantifying the effects of incoming technology. A five-step approach was taken and included critical analysis of the recent literature to…

The Microfoundations of Human Resources Management in US Public Schools

ERIC Educational Resources Information Center

Pogodzinski, Ben

2016-01-01

Purpose: The purpose of this paper is to identify the extent to which human resources (HR) decision making is influenced by the social context of school systems. More specifically, this study draws upon organizational theory focussed on the microfoundations of organizations as a lens identify key aspects of school HR decision making at the…

Evaluating natural resource amenities in a human life expectancy production function

Treesearch

Neelam C. Poudyal; Donald G. Hodges; J.M. Bowker; H.K. Cordell

2009-01-01

This study examined the effect of natural resource amenities on human life expectancy. Extending theexisting model of the life expectancy production function, and correcting for spatial dependence, weevaluated the determinants of life expectancy using county level data. Results indicate that after controlling

The geography and human cultural resources working group of the EROS program

NASA Technical Reports Server (NTRS)

Gerlach, A. C.

1972-01-01

The functions, activities, and objectives of the Geography and Human-Cultural Resources Working Group of the EROS program are outlined. The Group's primary function is to coordinate remote sensing experiments of physical scientists and the needs of socioeconomic and culturally orientated planners, policy makers, administrators, and other user groups. Other functions of the Group include land use analysis, resource mapping, and development of an operational automatic information system receptive to land use and environmental data.

Pollination and Plant Resources Change the Nutritional Quality of Almonds for Human Health

PubMed Central

Brittain, Claire; Kremen, Claire; Garber, Andrea; Klein, Alexandra-Maria

2014-01-01

Insect-pollinated crops provide important nutrients for human health. Pollination, water and nutrients available to crops can influence yield, but it is not known if the nutritional value of the crop is also influenced. Almonds are an important source of critical nutrients for human health such as unsaturated fat and vitamin E. We manipulated the pollination of almond trees and the resources available to the trees, to investigate the impact on the nutritional composition of the crop. The pollination treatments were: (a) exclusion of pollinators to initiate self-pollination and (b) hand cross-pollination; the plant resource treatments were: (c) reduced water and (d) no fertilizer. In an orchard in northern California, trees were exposed to a single treatment or a combination of two (one pollination and one resource). Both the fat and vitamin E composition of the nuts were highly influenced by pollination. Lower proportions of oleic to linoleic acid, which are less desirable from both a health and commercial perspective, were produced by the self-pollinated trees. However, higher levels of vitamin E were found in the self-pollinated nuts. In some cases, combined changes in pollination and plant resources sharpened the pollination effects, even when plant resources were not influencing the nutrients as an individual treatment. This study highlights the importance of insects as providers of cross-pollination for fruit quality that can affect human health, and, for the first time, shows that other environmental factors can sharpen the effect of pollination. This contributes to an emerging field of research investigating the complexity of interactions of ecosystem services affecting the nutritional value and commercial quality of crops. PMID:24587215

Psychiatrist Health Human Resource Planning - An Essential Component of a Hospital-Based Mental Healthcare System Transformation.

PubMed

Jarmain, Sarah

2016-01-01

The World Health Organization (WHO) defines health human resource planning as "the process of estimating the number of persons and the kinds of knowledge, skills, and attitudes they need to achieve predetermined health targets and ultimately health status objectives" (OHA 2015). Health human resource planning is a critical component of successful organizational and system transformation, and yet little has been written on how to do this for physicians at the local level. This paper will outline a framework for developing and managing key aspects of physician human resource planning related to both the quantity and quality of work within a hospital setting. Using the example of a complex multiphase hospital-based mental health transformation that involved both the reduction and divestment of beds and services, we will outline how we managed the physician human resource aspects to establish the number of psychiatrists needed and the desired attributes of those psychiatrists, and how we helped an existing workforce transition to meet the new expectations. The paper will describe a process for strategically aligning the selection and management of physicians to meet organizational vision and mandate.

Coordination and Human Resource Planning in the Hawaii Visitor Industry.

ERIC Educational Resources Information Center

Hawaii State Commission on Manpower and Full Employment, Honolulu.

This report was undertaken in response to a request by the Sixth Legislature, which expressed its concern with the lack of coordination and overall human resource planning in the visitor industry and that the findings of the January 6-7, 1970 Travel Industry Congress had not been fully implemented. The State Commission on Manpower and Full…

The Role of Education within National Human Resource Development Policy

ERIC Educational Resources Information Center

Schmidt, Kathleen V.

2008-01-01

Trade and economic viability are becoming increasingly important in all countries around the world. As a result, Human Resource Development (HRD) is becoming an integral part of a country's ability to sustain development and it is evident that many countries outside of the United States are integrating HRD as part of their national policy (NHRD).…

Human Resource Development, Social Capital, Emotional Intelligence: Any Link to Productivity?

ERIC Educational Resources Information Center

Brooks, Kit; Nafukho, Fredrick Muyia

2006-01-01

Purpose: This article aims to offer a theoretical framework that attempts to show the integration among human resource development (HRD), social capital (SC), emotional intelligence (EI) and organizational productivity. Design/methodology/approach: The literature search included the following: a computerized search of accessible and available…

Maturity Level of Organizations Integrating Organizational Development with Human Resource Development.

ERIC Educational Resources Information Center

Herman, Jerry J.; Herman, Janice L.

1994-01-01

Future organizations must integrate their human-resource development requirements with organizational development requirements to survive and prosper. A totally integrated systems model will feature 10 crucial elements. Leaders must understand that their organizations pass through developmental stages (from infancy to maturity); at each stage,…

The human resource crisis in neuro-ophthalmology.

PubMed

Frohman, Larry P

2008-09-01

Neuro-ophthalmology is facing a serious human resource issue. Few are entering the subspecialty, which is perceived as being poorly compensated compared with other subspecialties of ophthalmology. The low compensation comes from the fact that 1) non-procedural encounters remain undervalued, 2) efforts that benefit other medical specialists are not counted, and 3) the relatively low expenses of neuro-ophthalmologists are not factored into compensation formulas. Mission-based budgeting, which forces academic departments to be financially accountable without the expectation of fiscal relief from medical schools or practice plans, has exacerbated the compensation issue. Solutions must come from within neuro-ophthalmology, academic departments, medical schools, and medical practice plans. They include 1) providing educational resources so that neuro-ophthalmologists need not spend so much time teaching the basics, 2) factoring into compensation the impact of neuro-ophthalmologists in teaching and on revenue generation by procedure-based specialists, 3) improving the efficiency of neuro-ophthalmologists in their consultative practices by providing ample clerical support and other measures, 4) providing contractual salary compensation by departments such as neurosurgery to recognize the contributions made by neuro-ophthalmologists, and 5) reorganizing the academic clinical effort as multidisciplinary rather than departmental.

Cultural resource management and the necessity of cultural and natural resource collaboration

Treesearch

Roderick Kevin Donald; Kara Kusche; Collin Gaines

2005-01-01

Cultural Resource Specialists function as interpreters of past and present human behavior through the analysis of cultural/natural resources vital to human ecological sustainability. When developing short and long-term preservation strategies for cultural resources, it is more current and innovative for Cultural Resource Specialists to think of past human populations...

A linear goal programming model for human resource allocation in a health-care organization.

PubMed

Kwak, N K; Lee, C

1997-06-01

This paper presents the development of a goal programming (GP) model as an aid to strategic planning and allocation for limited human resources in a health-care organization. The purpose of this study is to assign the personnel to the proper shift hours that enable management to meet the objective of minimizing the total payroll costs while patients are satisfied. A GP model is illustrated using the data provided by a health-care organization in the midwest area. The goals are identified and prioritized. The model result is examined and a sensitivity analysis is performed to improve the model applicability. The GP model application adds insight to the planning functions of resource allocation in the health-care organizations. The proposed model is easily applicable to other human resource planning process.

An estimate of human and natural contributions to changes in water resources in the upper reaches of the Minjiang River.

PubMed

Hou, Jingwen; Ye, Aizhong; You, Jinjun; Ma, Feng; Duan, Qingyun

2018-09-01

Climate change and human activities have changed the spatial-temporal distribution of water resources, especially in a fragile ecological area such as the upper reaches of the Minjiang River (UMR) basin, where they have had a more profound effect. The average of double-mass curve (DMC) and Distributed Time-Variant Gain Hydrological Model (DTVGM) are applied to distinguish between the impacts of climate change and human activities on water resources in this paper. Results indicated that water resources decreased over nearly 50 years in the UMR. At the annual scale, contributions of human activities and climate change to changes in discharge were -77% and 23%, respectively. In general, human activities decreased the availability of water resources, whereas climate change increased the availability of water resources. However, the impacts of human activities and climate change on water resources availability were distinctly different on annual versus seasonal scales, and they showed more inconsistency in summer and autumn. The main causes of decreasing water resources are reservoir regulation, and water use increases due to population growth. The results of this study can provide support for water resource management and sustainable development in the UMR basin. Copyright © 2018 Elsevier B.V. All rights reserved.

Use of Validation by Enterprises for Human Resource and Career Development Purposes. Cedefop Reference Series No 96

ERIC Educational Resources Information Center

Cedefop - European Centre for the Development of Vocational Training, 2014

2014-01-01

European enterprises give high priority to assessing skills and competences, seeing this as crucial for recruitment and human resource management. Based on a survey of 400 enterprises, 20 in-depth case studies and interviews with human resource experts in 10 countries, this report analyses the main purposes of competence assessment, the standards…

Identification of Human N-Myristoylated Proteins from Human Complementary DNA Resources by Cell-Free and Cellular Metabolic Labeling Analyses.

PubMed

Takamitsu, Emi; Otsuka, Motoaki; Haebara, Tatsuki; Yano, Manami; Matsuzaki, Kanako; Kobuchi, Hirotsugu; Moriya, Koko; Utsumi, Toshihiko

2015-01-01

To identify physiologically important human N-myristoylated proteins, 90 cDNA clones predicted to encode human N-myristoylated proteins were selected from a human cDNA resource (4,369 Kazusa ORFeome project human cDNA clones) by two bioinformatic N-myristoylation prediction systems, NMT-The MYR Predictor and Myristoylator. After database searches to exclude known human N-myristoylated proteins, 37 cDNA clones were selected as potential human N-myristoylated proteins. The susceptibility of these cDNA clones to protein N-myristoylation was first evaluated using fusion proteins in which the N-terminal ten amino acid residues were fused to an epitope-tagged model protein. Then, protein N-myristoylation of the gene products of full-length cDNAs was evaluated by metabolic labeling experiments both in an insect cell-free protein synthesis system and in transfected human cells. As a result, the products of 13 cDNA clones (FBXL7, PPM1B, SAMM50, PLEKHN, AIFM3, C22orf42, STK32A, FAM131C, DRICH1, MCC1, HID1, P2RX5, STK32B) were found to be human N-myristoylated proteins. Analysis of the role of protein N-myristoylation on the intracellular localization of SAMM50, a mitochondrial outer membrane protein, revealed that protein N-myristoylation was required for proper targeting of SAMM50 to mitochondria. Thus, the strategy used in this study is useful for the identification of physiologically important human N-myristoylated proteins from human cDNA resources.

Identification of Human N-Myristoylated Proteins from Human Complementary DNA Resources by Cell-Free and Cellular Metabolic Labeling Analyses

PubMed Central

Takamitsu, Emi; Otsuka, Motoaki; Haebara, Tatsuki; Yano, Manami; Matsuzaki, Kanako; Kobuchi, Hirotsugu; Moriya, Koko; Utsumi, Toshihiko

2015-01-01

To identify physiologically important human N-myristoylated proteins, 90 cDNA clones predicted to encode human N-myristoylated proteins were selected from a human cDNA resource (4,369 Kazusa ORFeome project human cDNA clones) by two bioinformatic N-myristoylation prediction systems, NMT-The MYR Predictor and Myristoylator. After database searches to exclude known human N-myristoylated proteins, 37 cDNA clones were selected as potential human N-myristoylated proteins. The susceptibility of these cDNA clones to protein N-myristoylation was first evaluated using fusion proteins in which the N-terminal ten amino acid residues were fused to an epitope-tagged model protein. Then, protein N-myristoylation of the gene products of full-length cDNAs was evaluated by metabolic labeling experiments both in an insect cell-free protein synthesis system and in transfected human cells. As a result, the products of 13 cDNA clones (FBXL7, PPM1B, SAMM50, PLEKHN, AIFM3, C22orf42, STK32A, FAM131C, DRICH1, MCC1, HID1, P2RX5, STK32B) were found to be human N-myristoylated proteins. Analysis of the role of protein N-myristoylation on the intracellular localization of SAMM50, a mitochondrial outer membrane protein, revealed that protein N-myristoylation was required for proper targeting of SAMM50 to mitochondria. Thus, the strategy used in this study is useful for the identification of physiologically important human N-myristoylated proteins from human cDNA resources. PMID:26308446

Update: What Nurses Need to Know about Human Trafficking.

PubMed

Washburn, Joy

Nurses are key people who interact with victims of human trafficking in healthcare and other settings. This article provides a current overview of human trafficking, explains legal definitions, elements for protocols in healthcare settings when trafficking is suspected, nursing roles and responses, interview tools, resources, public health recommendations, and nursing education approaches to address human trafficking.

Employee assistance programs: a workplace resource to address intimate partner violence.

PubMed

Pollack, Keshia M; Austin, Whitney; Grisso, Jeane Ann

2010-04-01

Intimate partner violence (IPV) is a major public health problem with significant impact on the workplace. Employee assistance programs (EAPs) are a confidential benefit to assist employees and their families with a variety of problems that may negatively affect their job performance. The purpose of this systematic review is to study the extant literature to identify articles that have explored the role of EAPs in addressing IPV. We searched Medline, PsychINFO, and Cumulative Index of Nursing and Allied Health Literature (CINAHL) for English-language papers that have explored how EAPs can address IPV. Articles published through 2008 were included. Our review yielded nine articles, mostly from EAP-centered journals. Nearly all of the studies were published before the year 2000 and primarily describe the need for EAPs to be more engaged in preventing violence against women. Most of the studies were commentaries, often using case reports to support recommendations on how EAPs could address IPV. Results from the two intervention studies revealed close connections between EAP clients being treated for alcoholism and IPV perpetration and the effectiveness of a standardized tool to identify EAP clients experiencing IPV. Research in this area is in its infancy, and more studies are needed to inform the formulation of evidence-based policies and programs that guide the role of EAPs in addressing IPV. The lack of research on how EAPs address IPV is alarming, as many employers state that they often refer employees affected by IPV to the EAP for assistance.

Human Sexuality. A Resource Guide for Parents and Teachers on Teaching...High School Level.

ERIC Educational Resources Information Center

Utah State Office of Education, Salt Lake City.

This guide provides information and resources that will facilitate parents' ability to help adolescents understand human sexuality within the context of home and family values and ideals. It provides teachers with resources to facilitate the decision making process. Contents are organized within a framework of objectives and guidelines for both…

Towards the Use of Employees as a Resource, Not a Cost.

ERIC Educational Resources Information Center

Coates, G.

1992-01-01

Discusses demographic changes that are expected to create a shortage of young workers in the United Kingdom and suggests steps that companies need to take to address the problems that could result. Topics discussed include human resource management (HRM) strategies; the core-periphery model of employees; and commitment to an organization. (79…

Exploiting Human Resource Requirements to Infer Human Movement Patterns for Use in Modelling Disease Transmission Systems: An Example from Eastern Province, Zambia.

PubMed

Alderton, Simon; Noble, Jason; Schaten, Kathrin; Welburn, Susan C; Atkinson, Peter M

2015-01-01

In this research, an agent-based model (ABM) was developed to generate human movement routes between homes and water resources in a rural setting, given commonly available geospatial datasets on population distribution, land cover and landscape resources. ABMs are an object-oriented computational approach to modelling a system, focusing on the interactions of autonomous agents, and aiming to assess the impact of these agents and their interactions on the system as a whole. An A* pathfinding algorithm was implemented to produce walking routes, given data on the terrain in the area. A* is an extension of Dijkstra's algorithm with an enhanced time performance through the use of heuristics. In this example, it was possible to impute daily activity movement patterns to the water resource for all villages in a 75 km long study transect across the Luangwa Valley, Zambia, and the simulated human movements were statistically similar to empirical observations on travel times to the water resource (Chi-squared, 95% confidence interval). This indicates that it is possible to produce realistic data regarding human movements without costly measurement as is commonly achieved, for example, through GPS, or retrospective or real-time diaries. The approach is transferable between different geographical locations, and the product can be useful in providing an insight into human movement patterns, and therefore has use in many human exposure-related applications, specifically epidemiological research in rural areas, where spatial heterogeneity in the disease landscape, and space-time proximity of individuals, can play a crucial role in disease spread.

Critiquing Human Resource Development's Dominant Masculine Rationality and Evaluating Its Impact

ERIC Educational Resources Information Center

Bierema, Laura L.

2009-01-01

The purpose of this article is to critique human resource development's (HRD) dominant philosophy, practices, and research; illustrate how they negatively affect women HRD practitioners and recipients; and recommend alternative conceptualizations of the field. This article is grounded in a critical feminist theoretical framework, draws on critical…

Developing Healthy Companies through Human Resources Management. WBGH Worksite Wellness Series.

ERIC Educational Resources Information Center

Rosen, Robert; Freedman, Carol

Four areas--health benefits, occupational safety and health, prevention and wellness, and human resource development--have contributed significantly to enhancing worker health. The "healthy corporation" is both a goal and a comprehensive attitude about organizational life and about the factors the affect organizational health and, ultimately,…

Neoclassical and Institutional Economics as Foundations for Human Resource Development Theory

ERIC Educational Resources Information Center

Wang, Greg G.; Holton, Elwood F., III

2005-01-01

In an effort to more comprehensively understand economics as a foundation of human resource development (HRD), this article reviews economic theories and models pertinent to HRD research and theory building. By examining neoclassical and neoinstitutional schools of contemporary economics, especially the screening model and the internal labor…

76 FR 63666 - Advisory Committee for Education and Human Resources; Notice of Meeting

Federal Register 2010, 2011, 2012, 2013, 2014

2011-10-13

... Advancement of Women in Academic Science and Engineering Careers Committee discussion of EHR collaborations...'s science, technology, engineering, and mathematics (STEM) education and human resources programming...

The dynamic influence of human resources on evidence-based intervention sustainability and population outcomes: an agent-based modeling approach.

PubMed

McKay, Virginia R; Hoffer, Lee D; Combs, Todd B; Margaret Dolcini, M

2018-06-05

Sustaining evidence-based interventions (EBIs) is an ongoing challenge for dissemination and implementation science in public health and social services. Characterizing the relationship among human resource capacity within an agency and subsequent population outcomes is an important step to improving our understanding of how EBIs are sustained. Although human resource capacity and population outcomes are theoretically related, examining them over time within real-world experiments is difficult. Simulation approaches, especially agent-based models, offer advantages that complement existing methods. We used an agent-based model to examine the relationships among human resources, EBI delivery, and population outcomes by simulating provision of an EBI through a hypothetical agency and its staff. We used data from existing studies examining a widely implemented HIV prevention intervention to inform simulation design, calibration, and validity. Once we developed a baseline model, we used the model as a simulated laboratory by systematically varying three human resource variables: the number of staff positions, the staff turnover rate, and timing in training. We tracked the subsequent influence on EBI delivery and the level of population risk over time to describe the overall and dynamic relationships among these variables. Higher overall levels of human resource capacity at an agency (more positions) led to more extensive EBI delivery over time and lowered population risk earlier in time. In simulations representing the typical human resource investments, substantial influences on population risk were visible after approximately 2 years and peaked around 4 years. Human resources, especially staff positions, have an important impact on EBI sustainability and ultimately population health. A minimum level of human resources based on the context (e.g., size of the initial population and characteristics of the EBI) is likely needed for an EBI to have a meaningful impact on

[Efficiency of human resources for health: an approach to its analysis in Mexico].

PubMed

Nigenda, Gustavo; Alcalde-Rabanal, Jaqueline; González-Robledo, Luz María; Serván-Mori, Edson; García-Saiso, Sebastián; Lozano, Rafael

2016-01-01

To analyze efficiency indicators of human resources working at Mexico's Ministry of Health. Three dimensions of efficiency were explored: a) labor wastage, b) distribution of human resources (HR) across levels of care, and c) productivity. Health workers present significant levels of unemployment and underemployment; distribution does not meet international recommendations, and heterogeneous levels of productivity were found among states. Health and educational authorities should develop and implement a HR plan that takes into consideration the needs and demands of the covered population, and includes a clearly defined set of measures to regulate the future production of HR as well as their distribution among and within state health systems, and that allocates incentives to improve performance.

Health human resource planning requires an effective staff retention policy.

PubMed

Rondeau, Kent V

2002-01-01

Planning for health human resources requires us to think about the forces and factors that attract healthcare professionals to their jobs and keep them there. However, the forces for attracting healthcare employees to a job are not the same as those factors that keep them there. Without effective recruitment and retention policies for healthcare professionals, planning initiatives will continue to be ineffective.

Empowering the Human Resources and the Role of Distance Learning

ERIC Educational Resources Information Center

Lama, Sukmaya; Kashyap, Mridusmita

2012-01-01

As the world is invaded by technological inventions and wonders, life becoming more fast and crazy, yet there can be no doubt that the critical factor for the development of a nation or a state is its human resource. The productivity of a nation is influenced by the number of its skilled population. When we look into the problem of…

Success Factors of Human Resource Profession in Malaysia: A Quantitative Study

ERIC Educational Resources Information Center

Long, Choi Sang

2013-01-01

Human Resource (HR) profession is moving toward being more aligned with business outcomes. To function constructively and to play critical roles more effectively, HR professionals must master the necessary competencies. The competencies that are examined in this study are business knowledge, strategy architect, HR delivery, credible activist and…

Challenges Implementing Work-Integrated Learning in Human Resource Management University Courses

ERIC Educational Resources Information Center

Rook, Laura

2017-01-01

The examination of work-integrated learning (WIL) programs in the undergraduate Human Resource Management (HRM) curriculum is an area under-represented in the Australian literature. This paper identifies the challenges faced in implementing WIL into the HRM undergraduate curriculum. Qualitative semi-structured interviews were conducted with 38…

77 FR 23766 - Advisory Committee for Education and Human Resources; Notice of Meeting

Federal Register 2010, 2011, 2012, 2013, 2014

2012-04-20

...'s science, technology, engineering, and mathematics (STEM) education and human resources programming. Agenda May 9, 2012 Morning Refreshments/Introductions, 2013 Budget and Planning, EHR's R&D Core Launch...

[Priorities for health policy and systems research focused on human resources in health].

PubMed

Reveiz, Ludovic; Chapman, Evelina; Flórez, Carlos E Pinzón; Torres, Rubén

2013-11-01

Identify priorities for health policy and systems research related to human resources in Latin America and Caribbean countries. An online survey was designed based on a search in PubMed, Cochrane Library, and LILACS that contributed previously prioritized research questions. Respondents, mainly researchers and decision-makers, were identified through various sources. The first round, directed at researchers, aimed at refining and adding research questions and prioritizing questions that researchers regarded as relevant or very relevant. The second round was directed at researchers and decision-makers. A question was considered a priority when 50% (or more) of respondents described it as "relevant" or "very relevant." The first round included 20 questions on human resources and 33/66 researchers responded. Questions suggested by the researchers were added, resulting in 26 questions for the second round, which were sent to 121 researchers and decision-makers. Respondent representation by country was uniform in both rounds. In the second round, 14/26 (54%) questions were described as very relevant. Priority issues related to regulation of the market, integration of education and health care needs, and distribution of human resources. The response rate was 50% in the first round (33/66), and 34% in the second round (41/121). The results of this exercise provide a starting point for mobilization of resources for health policy and systems research. Identification of health systems research priorities is an effective and efficient strategy for reorienting political, financial, management, and social organization efforts for attaining universal health coverage.

Respiratory health in Latin America: number of specialists and human resources training.