Sample records for human resource managers

  1. 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...

  2. 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...

  3. 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...

  4. 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...

  5. 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...

  6. The importance of human resources management in health care: a global context.

    PubMed

    Kabene, Stefane M; Orchard, Carole; Howard, John M; Soriano, Mark A; Leduc, Raymond

    2006-07-27

    This paper addresses the health care system from a global perspective and the importance of human resources management (HRM) in improving overall patient health outcomes and delivery of health care services. We explored the published literature and collected data through secondary sources. Various key success factors emerge that clearly affect health care practices and human resources management. This paper will reveal how human resources management is essential to any health care system and how it can improve health care models. Challenges in the health care systems in Canada, the United States of America and various developing countries are examined, with suggestions for ways to overcome these problems through the proper implementation of human resources management practices. Comparing and contrasting selected countries allowed a deeper understanding of the practical and crucial role of human resources management in health care. Proper management of human resources is critical in providing a high quality of health care. A refocus on human resources management in health care and more research are needed to develop new policies. Effective human resources management strategies are greatly needed to achieve better outcomes from and access to health care around the world.

  7. The importance of human resources management in health care: a global context

    PubMed Central

    Kabene, Stefane M; Orchard, Carole; Howard, John M; Soriano, Mark A; Leduc, Raymond

    2006-01-01

    Background This paper addresses the health care system from a global perspective and the importance of human resources management (HRM) in improving overall patient health outcomes and delivery of health care services. Methods We explored the published literature and collected data through secondary sources. Results Various key success factors emerge that clearly affect health care practices and human resources management. This paper will reveal how human resources management is essential to any health care system and how it can improve health care models. Challenges in the health care systems in Canada, the United States of America and various developing countries are examined, with suggestions for ways to overcome these problems through the proper implementation of human resources management practices. Comparing and contrasting selected countries allowed a deeper understanding of the practical and crucial role of human resources management in health care. Conclusion Proper management of human resources is critical in providing a high quality of health care. A refocus on human resources management in health care and more research are needed to develop new policies. Effective human resources management strategies are greatly needed to achieve better outcomes from and access to health care around the world. PMID:16872531

  8. 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...

  9. 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...

  10. 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...

  11. 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...

  12. 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…

  13. 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.

  14. 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…

  15. 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.…

  16. 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...

  17. Paving the Way for the 21st Century: The Human Factor in Higher Education Financial Management.

    ERIC Educational Resources Information Center

    Ginsburg, Sigmund G., Ed.

    This book presents human resources issues that will affect the financial management of colleges and universities as they move into the 21st century. It examines how business managers and human resources managers must balance human resources management policies and practices against the financial demands on the institution. It discusses the…

  18. 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…

  19. 5 CFR 9701.103 - Definitions.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES..., to provide Governmentwide oversight in human resources management programs and practices. Department...

  20. 75 FR 65528 - Membership of the National Science Board's Senior Executive Service Performance Review Board

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-10-25

    ...: Comments should be addressed to Interim Director, Division of Human Resource Management and Chief Human.... Judith S. Sunley, Interim Director, Division of Human Resource Management and Chief Human Capital Officer..., Interim Director, Division of Human Resource Management and Chief Human Capital Officer. [FR Doc. 2010...

  1. 5 CFR 9701.101 - Purpose.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES... establishment of a new human resources management system within the Department of Homeland Security (DHS), as...

  2. 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.

  3. 76 FR 76956 - Privacy Act of 1974; System of Records

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-12-09

    ... location: Delete entry and replace with ``Human Resources Directorate, Labor and Management Employee...: Reasonable Accommodation Program Records. System location: Human Resources Directorate, Labor and Management..., Labor and Management Employee Relations Division, Human Resources Directorate, Washington Headquarters...

  4. 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

  5. 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…

  6. 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.

  7. 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…

  8. 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.

  9. 76 FR 33286 - Privacy Act of 1974; System of Records

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-06-08

    ... locations: Federal Housing Finance Agency, Office of Human Resources Management, 1700 G Street, NW... Human Resources Management, 1700 G Street, NW., Washington, DC 20552; 1625 Eye Street, NW., Washington...: Office of Human Resources Management, Federal Housing Finance Agency, 1625 Eye Street, NW., Washington...

  10. 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,…

  11. Human Resource Management and Human Resource Development: Evolution and Contributions

    ERIC Educational Resources Information Center

    Richman, Nicole

    2015-01-01

    Research agrees that a high performance organization (HPO) cannot exist without an elevated value placed on human resource management (HRM) and human resource development (HRD). However, a complementary pairing of HRM and HRD has not always existed. The evolution of HRD from its roots in human knowledge transference to HRM and present day HRD…

  12. 76 FR 70830 - Proposed Information Collection (Claim for Credit of Annual Leave) Activity: Comment Request

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-11-15

    ... for Credit of Annual Leave) Activity: Comment Request AGENCY: Human Resources Management, Department of Veterans Affairs. ACTION: Notice. SUMMARY: The Human Resources Management (HRM), Department of... to Katie McCullough-Bradshaw, Human Resources Management (058), Department of Veterans Affairs, 810...

  13. 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)

  14. 76 FR 25379 - Submission for Review; Extension of Existing Information Collection; OMB Control Number 3206-0248...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-05-04

    ... proposed information collection to the U.S. Office of Personnel Management, Human Resources Solutions... obtained by contacting the U.S. Office of Personnel Management, Human Resources Solutions, Administrative... Analysis Agency: Human Resources Solutions, U.S. Office of Personnel Management. Title: Application for...

  15. 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…

  16. 5 CFR 9701.301 - Purpose.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES... resources are allocated for the design, implementation, and administration of the performance management...

  17. Opening the black box in nursing work and management practice: the role of ward managers.

    PubMed

    Townsend, Keith; Wilkinson, Adrian; Kellner, Ashlea

    2015-03-01

    This paper aims to identify and explore key obstacles preventing ward managers from effectively performing the human resource management (HRM) responsibilities required in their role. In the context of increasing costs and the decentralisation of responsibility to ward level, the relevance of the ward manager role within the 'black box' between human resource management and firm performance is becoming increasingly pertinent. This paper presents an intensive case study including 37 interviews across all levels of a hospital where senior management attempted to shift to a high performance model of human resource management. The findings indicated that ward managers played a critical role in maintaining and improving employee performance, although they were restricted from effectively performing their responsibilities due to budget pressure and limited managerial skill development. Our findings support the contention that hospitals would benefit from focusing on the critical role of the ward manager as the central locus of influence in high performance human resource management (HPHRM) systems. Investment into high performance human resource management is discouraged if the hospital cannot adequately enable ward managers who are responsible for implementation. Introduction of managerial skills training to potential and existing ward managers is critical. © 2013 John Wiley & Sons Ltd.

  18. 5 CFR 9701.408 - Developing performance and addressing poor performance.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Performance Management § 9701.408...

  19. 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…

  20. 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 &…

  1. 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 &…

  2. 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 &…

  3. 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 &…

  4. 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 &…

  5. 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 &…

  6. 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 &…

  7. 5 CFR 9701.512 - Conferring on procedures for the exercise of management rights.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Labor-Management Relations § 9701.512...

  8. 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…

  9. An Evaluation of the Effectiveness of the Navy’s Human Resource Management Survey as a Navy Enlisted Retention Management Tool.

    DTIC Science & Technology

    1979-06-01

    especially 1 ~f~ yy ~~~~~~~~~~~~~~~~ March 19, 1 979 , p.34. 12 among those individuals whose background characteristics indicate relat ively low...lab i l i ty — which is periodically conducted on a 12 to 18 month cycle. Issuance of the Human Resource Management Survey during the Human Resource...Management Center personnel providing Human Resource Availability services. Due to surveys being administered in 12 to 18 month cycles and tour

  10. Greening the work force in Brazilian hotels: the role of environmental training.

    PubMed

    Dias-Angelo, Fernanda; Jabbour, Charbel J C; Calderaro, José Armando

    2014-01-01

    Organizations are increasingly required to reduce their environmental impact through the adoption of environmental management, which requires the support of human resource practices. The objective of this study is to determine whether human resource management practices, especially training, are supporting environmental management practices at four hotels located in Brazil. This research is qualitative, based on the analysis of four hotels in Brazil. Based on the systematized empirical evidence collected from four hotels (Hotels A, B, C, and D), it can be concluded that: (1) human resource management is still not fully aligned with environmental objectives at the hotels studied; (2) only Hotel B has implemented environmental management practices and aligned with human resource management in a more developed manner, which may indicate that these two variables of analysis could have interrelations; (3) environmental training as a human resource management practice was verified in all hotels analyzed. The greening of human resources practices is not fully aligned with environmental objectives in the hotels studied. If these hotels really wish to "go green," environmental training will be necessary. Hotel stakeholders play a major role in implementing the greening of the hotel industry.

  11. 5 CFR 9701.526 - Continuation of existing laws, recognitions, agreements, and procedures.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Labor-Management Relations...

  12. 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)

  13. 17 CFR 200.25 - Office of Administrative and Personnel Management.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... develops, implements, and evaluates the Commission's programs for human resources and personnel management... human resources management, the Associate Executive Director of the Office of Administrative and... Administrative and Personnel Management (OAPM) is responsible for providing a wide variety of programs for human...

  14. Standards in Action. Using National Standards for Human Resource Management and Development in Further Education. 1. Laying the Foundations.

    ERIC Educational Resources Information Center

    Further Education Unit, London (England).

    This booklet is designed to assist British further education college managers responsible for quality assurance, human resources management (HRM), human resources development (HRD), corporate development, strategic planning, staffing/personnel, and curriculum in using national standards for HRM and HRD in further education. A synopsis, users'…

  15. 5 CFR 9701.510 - Powers and duties of the Federal Labor Relations Authority.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Labor-Management Relations § 9701.510...

  16. 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.

  17. 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,…

  18. 5 CFR 9701.405 - Performance management system requirements.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... requirements. 9701.405 Section 9701.405 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Performance Management § 9701.405 Performance...

  19. 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.

  20. The Role of Human Resource Management in Today's Organizations: The Case of Cyprus in Comparison with the European Union.

    ERIC Educational Resources Information Center

    Stavrou-Costea, Eleni

    2002-01-01

    A survey of 91 Cypriot human resource managers identified strategies, training and development practices, and use of flexible work arrangements. Compared with European Union nations, the role of human resource management in many Cypriot organizations is not strategic, and flexible practices are not yet implemented to the same extent as elsewhere.…

  1. 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.…

  2. 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…

  3. 75 FR 65528 - Membership of National Science Foundation's Senior Executive Service Performance Review Board

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-10-25

    ..., Office of Budget, Finance and Award Management, and Chief Financial Officer; Brian W. Stone, Deputy... Director, Division of Human Resource Management and Chief Human Capital Officer, National Science..., Division of Human Resource Management and Chief Human Capital Officer; Mark L. Weiss, Director, Division of...

  4. 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)

  5. 5 CFR 9701.527 - Savings provision.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ....527 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Labor-Management Relations § 9701.527 Savings provision. This subpart does not...

  6. 5 CFR 9701.516 - Allotments to representatives.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... Section 9701.516 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Labor-Management Relations § 9701.516 Allotments to representatives...

  7. 5 CFR 9701.516 - Allotments to representatives.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... Section 9701.516 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Labor-Management Relations § 9701.516 Allotments to representatives...

  8. 5 CFR 9701.516 - Allotments to representatives.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... Section 9701.516 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Labor-Management Relations § 9701.516 Allotments to representatives...

  9. 5 CFR 9701.516 - Allotments to representatives.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... Section 9701.516 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Labor-Management Relations § 9701.516 Allotments to representatives...

  10. 5 CFR 9701.523 - Official time.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Labor-Management Relations § 9701.523 Official time. (a) Any employee representing an...

  11. 5 CFR 9701.527 - Savings provision.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ....527 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Labor-Management Relations § 9701.527 Savings provision. This subpart does not...

  12. 5 CFR 9701.401 - Purpose.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Performance Management § 9701.401 Purpose. (a) This subpart provides for the establishment...

  13. 5 CFR 9701.410 - DHS responsibilities.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 9701.410 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Performance Management § 9701.410 DHS responsibilities. In carrying out its...

  14. 5 CFR 9701.507 - Employee rights.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ....507 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Labor-Management Relations § 9701.507 Employee rights. Each employee has the...

  15. The Principles and Practice of Educational Management. Educational Management: Research and Practice.

    ERIC Educational Resources Information Center

    Bush, Tony, Ed.; Bell, Les, Ed.

    This book examines the main themes in educational management and leadership, including strategy, human resources, teaching and learning, finance, external relations, and quality. The 19 chapters are divided into 7 sections: "The Context of Educational Management,""Leadership and Strategic Management,""Human Resource Management,""Managing Learning…

  16. Methodological Issues in the Study of Air Force Organizational Structures,

    DTIC Science & Technology

    MOTIVATION, MORALE, PERFORMANCE(HUMAN), LEADERSHIP , SKILLS, MANAGEMENT PLANNING AND CONTROL, MODEL THEORY , SYMPOSIA...RESOURCE MANAGEMENT , *HUMAN RESOURCES, *MANPOWER UTILIZATION, *JOB ANALYSIS, *ORGANIZATIONS, STRUCTURES, PERSONNEL MANAGEMENT , DECISION MAKING

  17. 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.

  18. 5 CFR 9701.231 - Conversion of positions and employees to the DHS classification system.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Classification Transitional...

  19. 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 healthcare settings. Health Environments Research & Design Journal 6(2), pp 98-118.

  20. 5 CFR 9701.522 - Exceptions to arbitration awards.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ....522 Section 9701.522 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Labor-Management Relations § 9701.522 Exceptions to arbitration...

  1. 5 CFR 9701.502 - Rule of construction.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 9701.502 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Labor-Management Relations § 9701.502 Rule of construction. In interpreting this...

  2. 5 CFR 9701.517 - Unfair labor practices.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 9701.517 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Labor-Management Relations § 9701.517 Unfair labor practices. (a) For the...

  3. 5 CFR 9701.407 - Monitoring performance and providing feedback.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... feedback. 9701.407 Section 9701.407 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Performance Management § 9701.407 Monitoring...

  4. 5 CFR 9701.334 - Setting and adjusting locality and special rate supplements.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Locality and...

  5. 5 CFR 9701.401 - Purpose.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES... adequate resources are allocated for the design, implementation, and administration of the performance...

  6. 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…

  7. 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…

  8. The Evolution of Army Leader Development

    DTIC Science & Technology

    2013-03-01

    Human Resources Command, OPMD- MFE -I. 4 U.S. Army General Officer Management Office, Army General Officer Roster (Washington, DC, U.S. Department of the...Human Resources Command, Command Management Branch post board data analysis. 15 Data from the United States Army Human Resources Command, OPMD- MFE -A...May 1, 2008), D-1. 25 19 Data from the United States Army Human Resources Command, OPMD- MFE -A, 01 February, 2013. 20 U.S. Joint Chiefs of

  9. 5 CFR 9701.323 - Eligibility for pay increase associated with a rate range adjustment.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Setting and...

  10. 5 CFR 9701.335 - Eligibility for pay increase associated with a supplement adjustment.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Locality and...

  11. 5 CFR 9701.525 - Regulations of the HSLRB.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... Section 9701.525 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Labor-Management Relations § 9701.525 Regulations of the HSLRB. The...

  12. 5 CFR 9701.406 - Setting and communicating performance expectations.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... expectations. 9701.406 Section 9701.406 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Performance Management § 9701.406 Setting and...

  13. 5 CFR 9701.513 - Exclusive recognition of labor organizations.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... organizations. 9701.513 Section 9701.513 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Labor-Management Relations § 9701.513 Exclusive...

  14. 5 CFR 9701.212 - Bands.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Classification Classification Structure § 9701.212 Bands. (a) For purposes of identifying...

  15. 5 CFR 9701.221 - Classification requirements.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... Section 9701.221 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Classification Classification Process § 9701.221 Classification...

  16. 5 CFR 9701.221 - Classification requirements.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... Section 9701.221 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Classification Classification Process § 9701.221 Classification...

  17. 5 CFR 9701.221 - Classification requirements.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... Section 9701.221 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Classification Classification Process § 9701.221 Classification...

  18. 5 CFR 9701.221 - Classification requirements.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... Section 9701.221 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Classification Classification Process § 9701.221 Classification...

  19. 5 CFR 9701.601 - Purpose.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Adverse Actions General § 9701.601 Purpose. This subpart contains regulations prescribing...

  20. 5 CFR 9701.211 - Occupational clusters.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 9701.211 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Classification Classification Structure § 9701.211 Occupational clusters. For...

  1. 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...

  2. 5 CFR 9701.520 - Standards of conduct for labor organizations.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... organizations. 9701.520 Section 9701.520 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Labor-Management Relations § 9701.520 Standards of...

  3. 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)

  4. 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…

  5. 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…

  6. 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…

  7. Strategic human resource management: redefining the role of the manager and worker.

    PubMed

    Cameron, M; Snyder, J R

    1999-01-01

    Health-care managers have long been sensitive to the importance of physical resources (technology, space) and financial resources to the success of service delivery. During the last several decades, the value and potential for development of a third element, the human resource has gained new recognition. The importance of viewing personnel as an expandable resource, addressed in an organization's strategic plan, is crucial to meet challenges faced in a rapidly changing health-care environment.

  8. Strategic Management for Organizational Effectiveness. The Effect of Human Resource Planning on Retention and Related Issues. Volume 1.

    DTIC Science & Technology

    1984-12-01

    elements which are tied together by * what he terms organizational processes. These elements are (1) the external environment, (2) employees and other...of individual employee need and organizational objectives (Hall, 1976; Walker, 1980). The objectives of human resources departments are the selection...level of upper management to the individual employee (Tichy, et al, -8- 1.: 1982, 1981; Galbraith, 1977). Human resource management, like other

  9. 5 CFR 9701.105 - Continuing collaboration.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... Section 9701.105 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM General Provisions § 9701.105 Continuing collaboration. (a) In...

  10. 5 CFR 9701.105 - Continuing collaboration.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... Section 9701.105 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM General Provisions § 9701.105 Continuing collaboration. (a) In...

  11. 5 CFR 9701.609 - Proposal notice.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ....609 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Adverse Actions Requirements for Furlough of 30 Days Or Less, Suspension...

  12. 5 CFR 9701.612 - Departmental record.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 9701.612 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Adverse Actions Requirements for Furlough of 30 Days Or Less, Suspension...

  13. 5 CFR 9701.301 - Purpose.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration General § 9701.301 Purpose. (a) This subpart contains...

  14. 5 CFR 9701.603 - Definitions.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Adverse Actions General § 9701.603 Definitions. In this subpart: Adverse action means a...

  15. 5 CFR 9701.604 - Coverage.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Adverse Actions General § 9701.604 Coverage. (a) Actions covered. This subpart covers...

  16. 5 CFR 9701.107 - Program evaluation.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ....107 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM General Provisions § 9701.107 Program evaluation. (a) DHS will establish...

  17. Organisational Career Management in Israel.

    ERIC Educational Resources Information Center

    Tzabbar, Daniel; Vardi, Yoav; Baruch, Yehuda

    2003-01-01

    Responses from human resource managers in 136 Israeli companies revealed a paternalistic approach to career management. Promotion decisions depended on individual rather than universal criteria and internal human resource development. They were more likely to hire managers from external rather than internal sources. (Contains 44 references.) (SK)

  18. 5 CFR 9701.204 - Definitions.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Classification General § 9701.204 Definitions. In this subpart: Band means a work level or...

  19. 5 CFR 9701.204 - Definitions.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Classification General § 9701.204 Definitions. In this subpart: Band means a work level or...

  20. 5 CFR 9701.345 - Developmental pay adjustments.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... Section 9701.345 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Performance-Based Pay § 9701.345...

  1. 5 CFR 9701.204 - Definitions.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Classification General § 9701.204 Definitions. In this subpart: Band means a work level or...

  2. 5 CFR 9701.345 - Developmental pay adjustments.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... Section 9701.345 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Performance-Based Pay § 9701.345...

  3. 5 CFR 9701.204 - Definitions.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Classification General § 9701.204 Definitions. In this subpart: Band means a work level or...

  4. 5 CFR 9701.345 - Developmental pay adjustments.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... Section 9701.345 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Performance-Based Pay § 9701.345...

  5. 5 CFR 9701.345 - Developmental pay adjustments.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... Section 9701.345 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Performance-Based Pay § 9701.345...

  6. 5 CFR 9701.102 - Eligibility and coverage.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... Section 9701.102 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM General Provisions § 9701.102 Eligibility and coverage. (a) All...

  7. 5 CFR 9701.610 - Opportunity to reply.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 9701.610 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Adverse Actions Requirements for Furlough of 30 Days Or Less, Suspension...

  8. 5 CFR 9701.325 - Treatment of employees whose rate of basic pay falls below the minimum rate of their band.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay...

  9. 5 CFR 9701.104 - Scope of authority.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ....104 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM General Provisions § 9701.104 Scope of authority. Subject to the requirements...

  10. 5 CFR 9701.314 - DHS responsibilities.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 9701.314 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Overview of Pay System § 9701.314 DHS...

  11. 5 CFR 9701.336 - Treatment of employees whose pay does not fall below the minimum adjusted rate of their band.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay...

  12. 5 CFR 9701.222 - Reconsideration of classification decisions.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... decisions. 9701.222 Section 9701.222 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Classification Classification Process § 9701.222...

  13. 5 CFR 9701.361 - Special skills payments.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 9701.361 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Special Payments § 9701.361 Special skills payments...

  14. 5 CFR 9701.343 - Within-band reductions.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 9701.343 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Performance-Based Pay § 9701.343 Within-band...

  15. 5 CFR 9701.321 - Structure of bands.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ....321 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Setting and Adjusting Rate Ranges § 9701.321...

  16. 5 CFR 9701.337 - Treatment of employees whose rate of pay falls below the minimum adjusted rate of their band.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay...

  17. 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…

  18. 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.

  19. Devolving HRM and HRD to Line managers: The Case of Hilton International's UK Hotels

    ERIC Educational Resources Information Center

    Maxwell, Gillian; Watson, Sandra

    2004-01-01

    This paper explores line manager responsibility for human resource management (HRM) and human resource development (HRD) in an international hotel organisation. The results identify a strong support system for line managers in relation to training and good relations with HR specialists. However, less evident is senior management support coupled…

  20. Exploring the Partnership between Line Managers and HRM in Greece

    ERIC Educational Resources Information Center

    Papalexandris, Nancy; Panayotopoulou, Leda

    2005-01-01

    Purpose: This article seeks to discuss the role that line managers take up concerning human resource management issues among Greek firms and to propose ways for enhancing the synergistic relationship between human resource (HR) and line managers. Design/methodology/approach: It presents the trends of line management involvement in Greek firms,…

  1. Resource Management Resource Guide. A Resource for Teaching the Resource Management Core Course Area of Ohio's Work and Family Life Program.

    ERIC Educational Resources Information Center

    Kister, Joanna; And Others

    This Resource Management Resource Guide is intended to help teachers implement Ohio's Work and Family Life Program. Course content focuses on the practical problems related to managing human and material resources, making consumer decisions, and feeding, clothing, and housing the family. These practical problems are posed through case studies and…

  2. 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.

  3. 77 FR 77121 - Hispanic Council on Federal Employment

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-12-31

    .... Reviewing leading practices in strategic human resources management planning; b. Providing advice on ways to... technical expertise regarding strategic human resources management planning and the merit systems principles... OFFICE OF PERSONNEL MANAGEMENT Hispanic Council on Federal Employment AGENCY: Office of Personnel...

  4. 5 CFR 9701.516 - Allotments to representatives.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Allotments to representatives. 9701.516 Section 9701.516 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT... HUMAN RESOURCES MANAGEMENT SYSTEM Labor-Management Relations § 9701.516 Allotments to representatives...

  5. 5 CFR 9701.324 - Treatment of employees whose rate of basic pay does not fall below the minimum rate of their band.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and...

  6. 78 FR 68037 - Membership of the National Telecommunications and Information Administration's Performance Review...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-11-13

    ... Human Resources Management, Office of Executive Resources, 14th and Constitution Avenue NW., Room 51010... for Spectrum Management, Career SES Alan W. Vincent, Associate Administrator for Telecommunication..., Office of Staffing, Recruitment and Classification, Department of Commerce Human Resources Operations...

  7. 75 FR 72872 - Performance Review Board Members

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-11-26

    ..., 2010. FOR FURTHER INFORMATION CONTACT: Dadrian Brown, Human Resources Specialist, Corporate Senior..., Assistant Secretary for Human Resources and Administration (Chairperson). Fernando Rivera, Acting Network... Resources Management. Patricia C. Adams, Deputy Assistant Secretary of the Navy, Civilian Human Resources...

  8. 5 CFR 9701.232 - Special transition rules for Federal Air Marshal Service.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... Marshal Service. 9701.232 Section 9701.232 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Classification Transitional Provisions § 9701.232...

  9. 5 CFR 9701.373 - Conversion of employees to the DHS pay system.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... system. 9701.373 Section 9701.373 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Transitional Provisions...

  10. 5 CFR 9701.506 - Impact on existing agreements.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Impact on existing agreements. 9701.506 Section 9701.506 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT... HUMAN RESOURCES MANAGEMENT SYSTEM Labor-Management Relations § 9701.506 Impact on existing agreements...

  11. 5 CFR 9701.374 - Special transition rules for Federal Air Marshal Service.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... Marshal Service. 9701.374 Section 9701.374 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Transitional Provisions...

  12. A Glass Ceiling Survey: Benchmarking Barriers and Practices.

    ERIC Educational Resources Information Center

    Morrison, Ann M.; And Others

    This handbook presents findings of a survey that asked human-resources managers to identify current barriers preventing women and people of color from reaching senior management. The survey was sent to 902 human-resources managers at various organizations. A total of 304 surveys were returned, a 34 percent response rate. The managers gave support…

  13. Managing Human Resources. Greater OPM Leadership Needed To Address Critical Challenges. Report to the Congress.

    ERIC Educational Resources Information Center

    General Accounting Office, Washington, DC. General Government Div.

    The General Accounting Office examined the Office of Personnel Management's (OPM's) leadership role in addressing critical human resource problems and preparing the government to meet future challenges. Federal managers, OPM employees, and federal personnel officials were surveyed to study federal government problems in hiring, managing, and…

  14. 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.

  15. 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.…

  16. The Human Resource Cycle as Basis of Human Resource Development System.

    ERIC Educational Resources Information Center

    Jereb, Janez

    The primary aim of human-resource-development systems in companies is to improve organizational performance through satisfying the development needs of individual employees. This paper presents findings of a study that looked at how human-resource-development systems worked in practice, in particular, how performance management, selection,…

  17. 5 CFR 9701.355 - Setting pay upon movement to a different occupational cluster.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... occupational cluster. 9701.355 Section 9701.355 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Pay Administration § 9701...

  18. 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...

  19. Teaching and Learning about Managing People: Human Resource Management for Education Settings--A Queensland Case.

    ERIC Educational Resources Information Center

    McCrea, Nadine L.; Ehrich, Lisa C.

    1996-01-01

    Describes the development of a human resource management (HRM) elective for educators aspiring to management positions in various educational settings. The unit is part of a graduate diploma offered within the Faculty of Education at one Australian university. The paper argues the necessity of HRM studies in postgraduate education courses. (SM)

  20. Evaluating the best available social science for natural resource management decision-making

    Treesearch

    Susan Charnley; Courtney Carothers; Terre Satterfield; Arielle Levine; Melissa R. Poe; Karma Norman; Jamie Donatuto; Sara Jo Breslow; Michael B. Mascia; Phillip S. Levin; Xavier Basurto; Christina C. Hicks; Carlos García-Quijano; Kevin St. Martin

    2017-01-01

    Increasing recognition of the human dimensions of natural resource management issues, and of social and ecological sustainability and resilience as being inter-related, highlights the importance of applying social science to natural resource management decision-making. Moreover, a number of laws and regulations require natural resource management agencies to consider...

  1. Computerising the Salesforce: The Introduction of Technical Change in a Non-Union Workforce.

    ERIC Educational Resources Information Center

    Newell, Helen; Lloyd, Caroline

    1998-01-01

    Results of interviews with 13 pharmaceutical sales representatives, five sales managers, and six human-resource managers and 47 survey responses showed that introduction of information technology was seen as purely technical; human-resources departments played no role; and informal communication procedures enabled management to ignore individual…

  2. 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)

  3. Human Resource Management in Higher and Further Education.

    ERIC Educational Resources Information Center

    Warner, David, Ed.; Crosthwaite, Elaine, Ed.

    This book presents 13 papers which address human resource management in universities and colleges of further education in the United Kingdom. A list of abbreviations precedes the papers. The papers are: (1) "Setting the Scene" (Elaine Crosthwaite and David Warner); (2) "Managing Change" (David House and David Watson); (3)…

  4. 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…

  5. 5 CFR 9701.509 - Powers and duties of the HSLRB.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Powers and duties of the HSLRB. 9701.509 Section 9701.509 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT... HUMAN RESOURCES MANAGEMENT SYSTEM Labor-Management Relations § 9701.509 Powers and duties of the HSLRB...

  6. 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…

  7. Use of Case Study Methods in Human Resource Management, Development, and Training Courses: Strategies and Techniques

    ERIC Educational Resources Information Center

    Maxwell, James R.; Gilberti, Anthony F.; Mupinga, Davison M.

    2006-01-01

    This paper will study some of the problems associated with case studies and make recommendations using standard and innovative methodologies effectively. Human resource management (HRM) and resource development cases provide context for analysis and decision-making designs in different industries. In most HRM development and training courses…

  8. Accounting for People: Can Business Measure Human Value?

    ERIC Educational Resources Information Center

    Workforce Economics, 1997

    1997-01-01

    Traditional business practice undervalues human capital, and most conventional accounting models reflect this inclination. The argument for more explicit measurements of human resources is simple: Improved measurement of human resources will lead to more rational and productive choices about managing human resources. The business community is…

  9. 5 CFR 9701.221 - Classification requirements.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Classification requirements. 9701.221 Section 9701.221 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT... HUMAN RESOURCES MANAGEMENT SYSTEM Classification Classification Process § 9701.221 Classification...

  10. 5 CFR 9701.501 - Purpose.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES... Department's mission foremost in mind. The regulations also recognize the rights of DHS employees to organize...

  11. A Case Study of the United States Navy’s Enterprise Resource Planning System

    DTIC Science & Technology

    2006-06-01

    incarnations, MRP-II added the capabilities of shop-floor management and distribution management activities. Later versions included the ability to manage ... finances , human resources, engineering, and project management. Enterprise Resource Planning systems were then developed as an integrated system

  12. Retaining Staff Employees: The Relationship between Human Resources Management Strategies and Organizational Commitment.

    ERIC Educational Resources Information Center

    Buck, Jeffrey M.; Watson, John L.

    2002-01-01

    Explored whether an institution's human resources management (HRM) strategies can influence individuals' organizational commitment levels, which ultimately can affect staff turnover rates. Found significant relationship between certain HRM strategies and commitment constructs. (EV)

  13. 5 CFR 9701.504 - Definitions.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Definitions. 9701.504 Section 9701.504 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES...

  14. 5 CFR 9701.371 - General.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false General. 9701.371 Section 9701.371 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES...

  15. 5 CFR 9701.505 - Coverage.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Coverage. 9701.505 Section 9701.505 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES...

  16. 5 CFR 9701.503 - Waivers.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Waivers. 9701.503 Section 9701.503 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES...

  17. 5 CFR 9701.201 - Purpose.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Purpose. 9701.201 Section 9701.201 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES...

  18. 5 CFR 9701.403 - Waivers.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Waivers. 9701.403 Section 9701.403 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES...

  19. 5 CFR 9701.404 - Definitions.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Definitions. 9701.404 Section 9701.404 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES...

  20. 5 CFR 9701.304 - Definitions.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Definitions. 9701.304 Section 9701.304 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES...

  1. 5 CFR 9701.501 - Purpose.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Purpose. 9701.501 Section 9701.501 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES...

  2. 5 CFR 9701.303 - Waivers.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Waivers. 9701.303 Section 9701.303 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES...

  3. 5 CFR 9701.204 - Definitions.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Definitions. 9701.204 Section 9701.204 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES...

  4. 5 CFR 9701.203 - Waivers.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Waivers. 9701.203 Section 9701.203 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES...

  5. 5 CFR 9701.212 - Bands.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Bands. 9701.212 Section 9701.212 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES...

  6. 5 CFR 9701.331 - General.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false General. 9701.331 Section 9701.331 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES...

  7. 5 CFR 9701.341 - General.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false General. 9701.341 Section 9701.341 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES...

  8. 5 CFR 9701.357 - Miscellaneous.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Miscellaneous. 9701.357 Section 9701.357 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES...

  9. 5 CFR 9701.202 - Coverage.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Coverage. 9701.202 Section 9701.202 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES...

  10. 5 CFR 9701.402 - Coverage.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Coverage. 9701.402 Section 9701.402 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES...

  11. 5 CFR 9701.302 - Coverage.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Coverage. 9701.302 Section 9701.302 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES...

  12. [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.

  13. Cogenerating a Competency-based HRM Degree: A Model and Some Lessons from Experience.

    ERIC Educational Resources Information Center

    Wooten, Kevin C.; Elden, Max

    2001-01-01

    A competency-based degree program in human resource management was co-generated by six groups of stakeholders who synthesized competency models using group decision support software. The program focuses on core human resource processes, general business management, strategic decision making and problem solving, change management, and personal…

  14. 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…

  15. "Brothers and Sisters": A Novel Way to Teach Human Resources Management.

    ERIC Educational Resources Information Center

    Bumpus, Minnette

    2000-01-01

    The novel "Brothers and Sisters" by Bebe Moore Campbell was used in a management course to explore human resource management issues, concepts, and theories. The course included prereading and postreading surveys, lecture, book review, and examination. Most of the students (92%) felt the novel was an appropriate way to meet course…

  16. 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…

  17. Exploring the Strategic Role of Human Resource Development in Organizational Crisis Management

    ERIC Educational Resources Information Center

    Wang, Jia; Hutchins, Holly M.; Garavan, Thomas N.

    2009-01-01

    Crisis management has been a largely overlooked territory in human resource development (HRD) despite the increasingly recognized impact of organizational crises on the individual and organizational performance. This article explores the strategic role of HRD in the context of organizational crisis management using Garavan's strategic HRD model as…

  18. 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…

  19. The dual impact of ecology and management on social incentives in marine common-pool resource systems.

    PubMed

    Klein, E S; Barbier, M R; Watson, J R

    2017-08-01

    Understanding how and when cooperative human behaviour forms in common-pool resource systems is critical to illuminating social-ecological systems and designing governance institutions that promote sustainable resource use. Before assessing the full complexity of social dynamics, it is essential to understand, concretely and mechanistically, how resource dynamics and human actions interact to create incentives and pay-offs for social behaviours. Here, we investigated how such incentives for information sharing are affected by spatial dynamics and management in a common-pool resource system. Using interviews with fishermen to inform an agent-based model, we reveal generic mechanisms through which, for a given ecological setting characterized by the spatial dynamics of the resource, the two 'human factors' of information sharing and management may heterogeneously impact various members of a group for whom theory would otherwise predict the same strategy. When users can deplete the resource, these interactions are further affected by the management approach. Finally, we discuss the implications of alternative motivations, such as equity among fishermen and consistency of the fleet's output. Our results indicate that resource spatial dynamics, form of management and level of depletion can interact to alter the sociality of people in common-pool resource systems, providing necessary insight for future study of strategic decision processes.

  20. Final Environmental Impact Statement for the Closure (Withdrawal of Units) of Norton Air Force Base, California

    DTIC Science & Technology

    1990-07-01

    and Wildlife Resources .............................. 3-25 3.3.2 Threatened and Endangered Species ............................. 3-27 3.4 Human ... Human Environment ................................................ 4-10 4.3.1 Archaeological, Cultural, and Historic Resources ................. 4-10...functional safety manager , AFISC, provides Air Force agencies an assessment of their fighting and medical readiness and their resource management

  1. 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.

  2. 5 CFR 9701.222 - Reconsideration of classification decisions.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Classification Classification Process § 9701.222...

  3. 5 CFR 9701.222 - Reconsideration of classification decisions.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Classification Classification Process § 9701.222...

  4. 5 CFR 9701.222 - Reconsideration of classification decisions.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Classification Classification Process § 9701.222...

  5. 5 CFR 9701.222 - Reconsideration of classification decisions.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Classification Classification Process § 9701.222...

  6. 5 CFR 9701.356 - Pay retention.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Pay retention. 9701.356 Section 9701.356 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES...

  7. 5 CFR 9701.409 - Rating and rewarding performance.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Rating and rewarding performance. 9701.409 Section 9701.409 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES... SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Performance Management § 9701.409 Rating and rewarding...

  8. 5 CFR 9701.332 - Locality rate supplements.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Locality rate supplements. 9701.332 Section 9701.332 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT... HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Locality and Special Rate Supplements...

  9. 5 CFR 9701.345 - Developmental pay adjustments.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Developmental pay adjustments. 9701.345 Section 9701.345 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT... HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Performance-Based Pay § 9701.345...

  10. 5 CFR 9701.342 - Performance pay increases.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Performance pay increases. 9701.342 Section 9701.342 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT... HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Performance-Based Pay § 9701.342...

  11. 5 CFR 9701.333 - Special rate supplements.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Special rate supplements. 9701.333 Section 9701.333 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT... HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Locality and Special Rate Supplements...

  12. 5 CFR 9701.312 - Maximum rates.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Maximum rates. 9701.312 Section 9701.312 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES...

  13. 5 CFR 9701.363 - Special staffing payments.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Special staffing payments. 9701.363 Section 9701.363 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT... HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Special Payments § 9701.363 Special...

  14. 5 CFR 9701.311 - Major features.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Major features. 9701.311 Section 9701.311 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES...

  15. 5 CFR 9701.362 - Special assignment payments.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Special assignment payments. 9701.362 Section 9701.362 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT... HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Special Payments § 9701.362 Special...

  16. 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.

  17. 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.

  18. 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.

  19. 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.

  20. 76 FR 57760 - Notice of Availability of Draft Resource Management Plan and Draft Environmental Impact Statement...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-09-16

    ... Availability of Draft Resource Management Plan and Draft Environmental Impact Statement for the Colorado River... prepared a Draft Resource Management Plan (RMP) and Draft Environmental Impact Statement (EIS) for the... alternative) seeks to allocate limited resources among competing human interests, land uses, and conservation...

  1. HR Manager Leadership in Quality Improvement in a College Environment

    ERIC Educational Resources Information Center

    Sharabi, Moshe

    2010-01-01

    Purpose: The purpose of this paper is to present the influence of the human resource (HR) manager on the quality of service in an academic college, and the human resource management (HRM) outcomes of the process. Design/methodology/approach: The paper relates to a customer satisfaction survey. More than 120 questionnaires were completed by the…

  2. 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)

  3. 5 CFR 9701.372 - Creating initial pay ranges.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Creating initial pay ranges. 9701.372 Section 9701.372 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT... HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Transitional Provisions § 9701.372 Creating...

  4. 5 CFR 9701.205 - Bar on collective bargaining.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Bar on collective bargaining. 9701.205 Section 9701.205 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT... HUMAN RESOURCES MANAGEMENT SYSTEM Classification General § 9701.205 Bar on collective bargaining. As...

  5. 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.

  6. 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

  7. 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.

  8. 12 CFR 600.4 - Organization of the Farm Credit Administration.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... Agency's chartering activities; and analyzes policy and strategic risks to the System. (6) Office of Management Services. The Office of Management Services provides financial management services. It administers the Agency's information resources management program; human resources management program; and...

  9. 12 CFR 600.4 - Organization of the Farm Credit Administration.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... Agency's chartering activities; and analyzes policy and strategic risks to the System. (6) Office of Management Services. The Office of Management Services provides financial management services. It administers the Agency's information resources management program; human resources management program; and...

  10. 5 CFR 9701.354 - Setting pay upon demotion.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Setting pay upon demotion. 9701.354 Section 9701.354 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT... HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Pay Administration § 9701.354 Setting pay...

  11. 5 CFR 9701.305 - Bar on collective bargaining.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Bar on collective bargaining. 9701.305 Section 9701.305 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT... HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration General § 9701.305 Bar on collective...

  12. 5 CFR 9701.344 - Special within-band increases.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Special within-band increases. 9701.344 Section 9701.344 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT... HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Performance-Based Pay § 9701.344 Special...

  13. 5 CFR 9701.353 - Setting pay upon promotion.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Setting pay upon promotion. 9701.353 Section 9701.353 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT... HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Pay Administration § 9701.353 Setting pay...

  14. 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

  15. About the Principal Deputy Assistant Administrator of EPA’s Office of Administration and Resources Management

    EPA Pesticide Factsheets

    Donna Vizian manages essential support functions, including human resources management, diversity and inclusion, acquisition (contracts), grants management, and the protection of EPA’s facilities and other critical assets nationwide.

  16. Creating Competence: Perspectives and Practices in Organizations.

    ERIC Educational Resources Information Center

    Mulder, Martin

    Creating competence has become a major issue in organizations. Various authors contend that competency management has the potential of integrating organizational strategy, human-resource instruments, and human-resource development; that competency development can lead to performance improvement; and that it can help Human Resource Development…

  17. 75 FR 6792 - Proposed Information Collection (Reasonable Accommodation) Activity: Comment Request

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-02-10

    ... Collection (Reasonable Accommodation) Activity: Comment Request AGENCY: Office of Human Resources and Administration, Department of Veterans Affairs. ACTION: Notice. SUMMARY: The Office of Human Resources and... ; or to David Walton, Office of Human Resources Management (06), Department of Veterans Affairs, 810...

  18. 78 FR 25974 - Privacy Act of 1974; System of Records

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-05-03

    ... Human Resources Command, Reclassification Management Branch, 2461 Eisenhower Avenue, Alexandria, VA... Files. System location: Commander, U.S. Army Human Resources Command, ATTN: AHRC-PED-A, 2461 Eisenhower... Human Resources Command, ATTN: AHRC-PED-A, 2461 Eisenhower Avenue, Alexandria, VA 23321-0482 for Army...

  19. Insights into Using "TOEIC"® Test Scores to Inform Human Resource Management Decisions. Research Report. ETS RR-17-48

    ERIC Educational Resources Information Center

    Oliveri, María Elena; Tannenbaum, Richard J.

    2017-01-01

    This report explores the ways in which human resource (HR) managers use "TOEIC"® scores to inform hiring, promotion, and training decisions in an international workplace. Two data sources were used (a) previously collected test users' testimonials that described managers' use of TOEIC scores to inform HR decisions and (b) test-use…

  20. 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.

  1. 40 CFR 1.33 - Office of Administration and Resources Management.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... Management Interns, OHRM establishes policies; assesses and projects Agency executive needs and workforce... out human resources management projects of special interest to Agency management. The Office... Management. 1.33 Section 1.33 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY GENERAL STATEMENT OF...

  2. Succession Planning: Does it Matter in the Context of Corporate Leadership?

    ERIC Educational Resources Information Center

    Richards, Patricia

    2008-01-01

    Corporations invest heavily in human resource management infrastructures intended amongst other things to provide for the future leadership needs of the corporation. Adopting well-known succession planning techniques, human resource managers routinely engage in corporate leadership identification and development processes, often directly involving…

  3. 78 FR 68027 - Membership of the Bureau of Industry and Security Performance Review Board

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-11-13

    ...: Ruthie B. Stewart, Department of Commerce, Office of Human Resources Management, Office of Executive..., Director, Office of Staffing, Recruitment and Classification, Department of Commerce Human Resources... the appointing authority on other performance management issues, such as pay adjustments, bonuses and...

  4. 5 CFR 9701.352 - Use of highest previous rate.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Use of highest previous rate. 9701.352 Section 9701.352 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT... HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Pay Administration § 9701.352 Use of...

  5. 5 CFR 9701.518 - Duty to bargain, confer, and consult.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Duty to bargain, confer, and consult. 9701.518 Section 9701.518 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES... SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Labor-Management Relations § 9701.518 Duty to bargain, confer...

  6. 5 CFR 9701.410 - DHS responsibilities.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... RESOURCES MANAGEMENT SYSTEM Performance Management § 9701.410 DHS responsibilities. In carrying out its performance management system(s), DHS must— (a) Transfer ratings between subordinate organizations and to... 9701.410 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM...

  7. 5 CFR 9701.410 - DHS responsibilities.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... RESOURCES MANAGEMENT SYSTEM Performance Management § 9701.410 DHS responsibilities. In carrying out its performance management system(s), DHS must— (a) Transfer ratings between subordinate organizations and to... 9701.410 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM...

  8. 5 CFR 9701.410 - DHS responsibilities.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... RESOURCES MANAGEMENT SYSTEM Performance Management § 9701.410 DHS responsibilities. In carrying out its performance management system(s), DHS must— (a) Transfer ratings between subordinate organizations and to... 9701.410 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM...

  9. Training for Information Management in a Company.

    ERIC Educational Resources Information Center

    Karivalo, Merja

    1989-01-01

    Argues that information resource management is an established philosophy that needs to be linked to human resources management and strategic planning in industrial companies. A training program for information management is presented, including training objectives, participants, contents, and structure. (CLB)

  10. 75 FR 70002 - Senior Executive Service Performance Review Board; Membership

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-11-16

    ... CONTACT: Karen D. Higginbotham, Director, Executive Resources Division, 3606A, Office of Human Resources... Human Resources, Office of Administration and Resources Management; William H. Benson, Director, Gulf Ecology Division, National Health and Environmental Effects Research Laboratory, Office of Research and...

  11. Network analysis: a new tool for resource managers

    Treesearch

    Ruth H. Allen

    1980-01-01

    Resource managers manipulate ecosystems for direct or indirect human uses. Examples of relatively well studied resource management issues include familiar biological products such as: forests, ranges, fish and wildlife; or physical products such as air, water and soil. Until very recently, urban environments received much less scholarly attention. However, as Spurr (...

  12. ERM Ideas and Innovations: Digital Repository Management as ERM

    ERIC Educational Resources Information Center

    Pinkas, María M.; Lin, Na

    2014-01-01

    This article describes the application of electronic resources management (ERM) to digital repository management at the Health Sciences and Human Services Library at the University of Maryland, Baltimore. The authors discuss electronic resources management techniques, through the application of "Techniques for Electronic Management,"…

  13. Preparing for an Aging Work Force: A Practical Guide for Employers.

    ERIC Educational Resources Information Center

    AARP, Washington, DC.

    This booklet, which is intended for human resource managers, provides practical guidance regarding preparing for an aging work force. Chapter 1 concerns the relationship between business practices and age neutrality and offers checklists that human resource managers can use to assess their company's general policy development, training,…

  14. Managing the HRD Function. Symposium 32. [AHRD Conference, 2001].

    ERIC Educational Resources Information Center

    2001

    This document contains three papers on managing the human resource development (HRD) function. "The Relationship between Factors Impacted by the Current Economic Crisis and Human Resource Development Roles and Functions in Thailand" (Chiraprapha Tan Akaraborworn, Gary N. McLean) presents data indicating that the current economic crisis…

  15. Improving Employee Selection with a Revised Resume Format

    ERIC Educational Resources Information Center

    Wright, Edward W.; Domagalski, Theresa A.; Collins, Ronald

    2011-01-01

    This study investigates the acceptance of a prototype resume that includes candidate personality assessment information. Data were obtained from hiring managers and human resource professionals in regional chapters of the Society for Human Resource Management. Respondents found the new content useful and that the new information added value when…

  16. 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…

  17. 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…

  18. The Downsizing of an Army Organization: An Investigation of Downsizing Strategies, Processes and Outcomes

    DTIC Science & Technology

    1994-07-01

    Montagno, R. V. (1988). Downsizing practices in manufacturing firms. Human Resource Management Journal 27:145-161. Mishra, A. K., & Mishra, K E. (in...preparation). The role of mutual trust in effective downsizing strategies. Human Resource Management Journal . 39 Table 1 The Dirty Dozen: Dysfunctional

  19. 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…

  20. The Lavender Ceiling atop the Global Closet: Human Resource Development and Lesbian Expatriates

    ERIC Educational Resources Information Center

    Gedro, Julie

    2010-01-01

    This literature review will examine international assignments as career development opportunities and uncover multiple issues and considerations with respect to lesbians and international assignments. There is a clear interest in the fields of management and human resource management in the privileges, challenges, and opportunities of…

  1. Issues of HRD. Symposium.

    ERIC Educational Resources Information Center

    2002

    This document contains three papers from a symposium on issues of human resource development (HRD). "The Complex Roots of Human Resource Development" (Monica Lee) discusses the roots of HRD within the framework of the following views of management: (1) classic (the view that managers must be able to create appropriate rules and…

  2. 76 FR 69030 - Delegation of Authority for the Office of the Chief Human Capital Officer

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-11-07

    ... security, and other like or related policies and programs related to Human Resources management and... all responsibility for human capital management within HUD, including, without limitation, the... human capital management and programs, administering leadership and employee development programs...

  3. Attitudes of College Graduates, Faculty, and Human Resource Managers Regarding the Importance of Skills Acquired in College and Needed for Job Performance and Career Advancement Potential in the Retail Sector

    ERIC Educational Resources Information Center

    Heimler, Ronald

    2010-01-01

    The purpose of this study was to empirically examine college graduate, faculty, and human resource manager descriptions of needed, received, and further training in eight employability dimensions of literacy and numeracy, critical thinking, management, leadership, interpersonal, information technology, systems thinking skills, and work ethic…

  4. Development and Evolution of an Interactive HRM Course: A Case Study

    ERIC Educational Resources Information Center

    McClurg, Lucy A.

    2005-01-01

    A course in Human Resource consulting ("Human Resources Field Research") was designed and implemented at a university in cooperation with the Society for Human Resource Management (SHRM). Students work with local business executives, SHRM representatives, and the class instructor to complete projects for the client business firms. Trial…

  5. 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,…

  6. 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 institution. The activities carried out in pursuit of the objectives of human resource management in institutions for the elderly are analysis and planning of working positions, recruitment and selection of candidates, socialization, training and professional development of workers, performance assessment and evaluation, reward and motivation, the determination of salaries, information, development of interpersonal relations, supervision and support to employees (prevention of “professional burnout”), ensuring the realization of the legal rights (regularity of salaries and contributions, affairs and records related to employment, health and safety at work etc.) The absence of these activities or lack of attention to achieving the objectives of human resources management calls in question the basic sense of existence of institutions for care of the elderly, and this is to provide a decent life to an elderly person.

  7. 75 FR 58400 - Donor Management Research: Improvements in Clinical Management of Deceased Organ Donors

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-09-24

    ... DEPARTMENT OF HEALTH AND HUMAN SERVICES Health Resources and Services Administration Donor Management Research: Improvements in Clinical Management of Deceased Organ Donors AGENCY: Health Resources... their experiences and opinions regarding the importance of further study into donor management and its...

  8. 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.

  9. Manage "Human Capital" Strategically

    ERIC Educational Resources Information Center

    Odden, Allan

    2011-01-01

    To strategically manage human capital in education means restructuring the entire human resource system so that schools not only recruit and retain smart and capable individuals, but also manage them in ways that support the strategic directions of the organization. These management practices must be aligned with a district's education improvement…

  10. 5 CFR 1303.3 - Organization.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... Budget Review Divisions. (4) Resource Management Offices. These offices develop and support the President's management and budget agenda in the areas of Natural Resources, Energy and Science, National Security and International Affairs, Health and Personnel, Human Resources, and General Government and...

  11. 5 CFR 1303.3 - Organization.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... Budget Review Divisions. (4) Resource Management Offices. These offices develop and support the President's management and budget agenda in the areas of Natural Resources, Energy and Science, National Security and International Affairs, Health and Personnel, Human Resources, and General Government and...

  12. Enabling Healthcare IT Governance: Human Task Management Service for Administering Emergency Department's Resources for Efficient Patient Flow.

    PubMed

    Rodriguez, Salvador; Aziz, Ayesha; Chatwin, Chris

    2014-01-01

    The use of Health Information Technology (HIT) to improve healthcare service delivery is constantly increasing due to research advances in medical science and information systems. Having a fully automated process solution for a Healthcare Organization (HCO) requires a combination of organizational strategies along with a selection of technologies that facilitate the goal of improving clinical outcomes. HCOs, requires dynamic management of care capability to realize the full potential of HIT. Business Process Management (BPM) is being increasingly adopted to streamline the healthcare service delivery and management processes. Emergency Departments (EDs) provide a case in point, which require multidisciplinary resources and services to deliver effective clinical outcomes. Managed care involves the coordination of a range of services in an ED. Although fully automated processes in emergency care provide a cutting edge example of service delivery, there are many situations that require human interactions with the computerized systems; e.g. Medication Approvals, care transfer, acute patient care. This requires a coordination mechanism for all the resources, computer and human, to work side by side to provide the best care. To ensure evidence-based medical practice in ED, we have designed a Human Task Management service to model the process of coordination of ED resources based on the UK's NICE Clinical guideline for managing the care of acutely ill patients. This functionality is implemented using Java Business process Management (jBPM).

  13. 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.

  14. 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.

  15. 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

  16. The Challenges of Human Resource Management towards Organizational Effectiveness: A Comparative Study in Southern EU

    ERIC Educational Resources Information Center

    Stavrou-Costea, Eleni

    2005-01-01

    Purpose: The study aims to examine the human resource management challenges in Southern EU and their effect on organizational performance. Design/methodology/approach: First, key challenges were identified in the existing literature. Then, these challenges were matched with those reported most often in the CRANET questionnaire. These challenges…

  17. CHROME: An Approach to Teaching the Concept of Inter-Functional Cooperation in Services Organizations

    ERIC Educational Resources Information Center

    Johnson, Lester W.

    2010-01-01

    When teaching a services course (e.g., Services Marketing) it is essential that students understand that marketing/management, operations and human resource management within the service organization be fully coordinated. One useful acronym used to remind students of this need is "CHROME", standing for Communications, Human Resources,…

  18. 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.…

  19. Strategic Role of HRM in Turkey: A Three-Country Comparative Analysis

    ERIC Educational Resources Information Center

    Ozcelik, Ayse Oya; Aydinli, Fulya

    2006-01-01

    Purpose: To explore the strategic role of human resource management (HRM) in Turkey by comparing Turkish companies to Spanish and German companies. Design/methodology/approach: The questionnaire form of the Cranet-G 1999-2000 Survey (Cranfield Network on Strategic International Human Resource Management) has been used to collect the data. The…

  20. Human Resources as a Strategic Partner: Sitting at the Table with Six Sigma

    ERIC Educational Resources Information Center

    Fazzari, Alan J.; Levitt, Kenneth

    2008-01-01

    For nearly three decades, the quality management philosophy known as Six Sigma has brought competitive advantage to organizations implementing it. The typical approach, however, has been to have leaders from operations, engineering, quality, and marketing manage this strategic initiative. Human resource's role has been to default to the…

  1. Implementing Human Resources Management (HRM) within Dutch VET Institutions: Examining the Fostering and Hindering Factors

    ERIC Educational Resources Information Center

    Runhaar, Piety; Sanders, Karin

    2013-01-01

    Vocational Education and Training (VET) Institutions face serious challenges, like the implementation of competence-based education and upcoming teacher shortages, which urge them to implement Human Resources Management policy and practices (HRM). The implementation of HRM, however, often stagnates. This paper describes a qualitative study--in…

  2. Building Human Resources Management Capacity for University Research: The Case at Four Leading Vietnamese Universities

    ERIC Educational Resources Information Center

    Nguyen, T. L.

    2016-01-01

    At research-intensive universities, building human resources management (HRM) capacity has become a key approach to enhancing a university's research performance. However, despite aspiring to become a research-intensive university, many teaching-intensive universities in developing countries may not have created effective research-promoted HRM…

  3. How the Organizational Learning Process Mediates the Impact of Strategic Human Resource Management Practices on Performance in Korean Organizations

    ERIC Educational Resources Information Center

    Cho, Sei Hyoung; Song, Ji Hoon; Yun, Suk Chun; Lee, Cheol Ki

    2013-01-01

    The primary purpose of this research is to examine the structural relationships among several workplace-related constructs, including strategic human resource management (HRM) practices, organizational learning processes, and performance improvement in the Korean business context. More specifically, the research examined the mediating effect of…

  4. 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.…

  5. 75 FR 43944 - Membership of the Defense Logistics Agency (DLA) Senior Executive Service (SES) Performance...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-07-27

    ... CONTACT: Ms. Lisa Novajosky, SES Program Manager, DLA Human Resources (J-14), Defense Logistics Agency..., Director, DLA Finance. Members: Mr. Brad Bunn, Director, DLA Human Resources (Non-Voting Member); Ms. Mae... management of the SES cadre. DATES: Effective Date: September 16, 2010. ADDRESSES: Defense Logistics Agency...

  6. Keeping the Best: A Practical Guide to Retaining Key Employees.

    ERIC Educational Resources Information Center

    Bevan, Stephen; Barber, Linda; Robinson, Dilys

    This book, which is intended to assist human resource professionals and line managers in the United Kingdom, is a practical guide to retaining key employees. Discussed in the introduction are the relationship between downsizing and retention, problems that retention difficulties pose for human resource management, and the effects of retention…

  7. 76 FR 38601 - Notice of Request for Extension of Approval of an Information Collection; Self-Certification...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-07-01

    ... human resource management, for the three MRP agencies are provided by the MRP Business Services unit of...: For information on self-certification medical statements, contact Mr. Eric Williams, Human Resources Specialist, Human Resources Division, APHIS, 100 N. 6th Street, Butler Square, 5th Floor, Minneapolis, MN...

  8. Strategic HRM for SMEs: Implications for Firms and Policy

    ERIC Educational Resources Information Center

    Brand, Maryse J.; Bax, Erik H.

    2002-01-01

    This paper is on the growing importance of strategic human resource management (SHRM) for small and medium-sized enterprises (SMEs). Many small firms encounter serious human resource problems, while at the same time these human resources play a vital role in developing and sustaining their competitive advantages. In (S)HRM literature specific…

  9. 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.

  10. 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.

  11. 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.

  12. Role of medical, technical, and administrative leadership in the human resource management life cycle: a team approach to laboratory management.

    PubMed

    Wilkinson, D S; Dilts, T J

    1999-01-01

    We believe the team approach to laboratory management achieves the best outcomes. Laboratory management requires the integration of medical, technical, and administrative expertise to achieve optimal service, quality, and cost performance. Usually, a management team of two or more individuals must be assembled to achieve all of these critical leadership functions. The individual members of the management team must possess the requisite expertise in clinical medicine, laboratory science, technology management, and administration. They also must work together in a unified and collaborative manner, regardless of where individual team members appear on the organizational chart. The management team members share in executing the entire human resource management life cycle, creating the proper environment to maximize human performance. Above all, the management team provides visionary and credible leadership.

  13. 5 CFR 9701.511 - Management rights.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 5 Administrative Personnel 3 2012-01-01 2012-01-01 false Management rights. 9701.511 Section 9701.511 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN...

  14. 5 CFR 9701.511 - Management rights.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 5 Administrative Personnel 3 2011-01-01 2011-01-01 false Management rights. 9701.511 Section 9701.511 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN...

  15. 5 CFR 9701.511 - Management rights.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 5 Administrative Personnel 3 2014-01-01 2014-01-01 false Management rights. 9701.511 Section 9701.511 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN...

  16. 5 CFR 9701.511 - Management rights.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 5 Administrative Personnel 3 2013-01-01 2013-01-01 false Management rights. 9701.511 Section 9701.511 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN...

  17. 5 CFR 9701.511 - Management rights.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Management rights. 9701.511 Section 9701.511 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN...

  18. The Aging Work Force. Managing an Aging Work Force. Older Employees Instructional Resources for Instructors of Higher Education.

    ERIC Educational Resources Information Center

    American Association of Retired Persons, Washington, DC. Work Force Programs Dept.

    These resource materials are designed to help instructors prepare their business students to work with older employees. The materials can be used in undergraduate and graduate courses in management, organizational behavior, human resource management, business policy, and business and society. The materials include lecture guides, discussion…

  19. The partnership between park wild life management policy and landscape wild life management policy. How shall we then manage?

    USGS Publications Warehouse

    Halvorson, William L.; Eastin, Chris

    1999-01-01

    Resources management practices are changing in North America, not only based on greater understanding of the resources that are being managed, but also on some critical sociological relationship changes between human beings and between humans and nature. The entire way that humans look at the natural world and our own society is changing dramatically as we come to the end of the twentieth century. Managers are changing from making belief-based decisions to making informed knowledge-based decisions through better science programs. Society appears to increasingly be making a shift to a community mind-set, a mind-set of connectedness and interdependence, and away from strict individualism. Managers appear to be ready to embrace the concept of unity and wholeness; to understand that humans and nature are inextricably tied to each other’s wellbeing

  20. Soil and land management in a circular economy.

    PubMed

    Breure, A M; Lijzen, J P A; Maring, L

    2018-05-15

    This article elaborates the role of soil and land management in a circular economy. The circular economy is highly dependent on the functioning of soils and land for the production of food and other biomass; the storage, filtration and transformation of many substances including water, carbon, and nitrogen; the provision of fresh mineral resources and fossil fuels; and the use of their functions as the platform for nature and human activities. Resource demand is increasing as a result of the growing human population. In addition to the shrinking availability of resources resulting from their unsustainable use in the past, our planet's diminishing potential for resource production, due to a range of reasons, is leading to resource scarcity, especially in the case of depletable resources. As an economic system that focuses on maximizing the reuse of resources and products and minimizing their depreciation, the circular economy greatly influences, and depends on, soil and land management. The concise management of the resources, land and soil is thus necessary, to make a circular economy successful. Copyright © 2017 Elsevier B.V. All rights reserved.

  1. 16 CFR 0.10 - Office of the Executive Director.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ..., financial management, information technology, and human resources. [65 FR 78408, Dec. 15, 2000] ... Chairman, is the chief operating official who develops and implements management and administrative... on strategic planning and assessing the management and resource implications of any proposed action...

  2. 78 FR 57131 - Membership of the NOAA Performance Review Board

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-09-17

    ... Human Resources Management, U.S. Department of Commerce. Alternates: Ciaran M. Clayton Director of... FURTHER INFORMATION CONTACT: Christine Nalli, Director, Executive Resources, Workforce Management Office... Management, National Ocean Service. Mark S. Paese, Co-Chair Deputy Assistant Administrator, National...

  3. 16 CFR 0.10 - Office of the Executive Director.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... on strategic planning and assessing the management and resource implications of any proposed action... Chairman, is the chief operating official who develops and implements management and administrative..., financial management, information technology, and human resources. [65 FR 78408, Dec. 15, 2000] ...

  4. Equality in the Workplace. An Equal Opportunities Handbook for Trainers. Human Resource Management in Action Series.

    ERIC Educational Resources Information Center

    Collins, Helen

    This workbook, which is intended as a practical guide for human resource managers, trainers, and others concerned with developing and implementing equal opportunities training programs in British workplaces, examines issues in and methods for equal opportunities training. The introduction gives an overview of current training trends and issues.…

  5. Review of the Human Resources, Finance, and Information Technology Operations of the Seattle Public Schools

    ERIC Educational Resources Information Center

    Council of the Great City Schools, 2008

    2008-01-01

    In late 2007, the Council of the Great City Schools conducted a high-level management review of the school district's human resources, financial, and technology operations to: (1) Review and evaluate the leadership, management, organization, and operations of the respective departments; and (2) Develop recommendations and proposals that would…

  6. Job Analysis for Human Resource Management: A Review of Selected Research and Development. Manpower Research Monograph No. 36.

    ERIC Educational Resources Information Center

    Wilson, Michael

    The report summarizes the various job analysis techniques that have been developed, discusses their applications to selected human resource management activities, and suggests priorities for further research and developmental work. The introduction defines job analysis and discusses the applications of job analysis data, and the structure of the…

  7. Beyond the Paycheck: A Human Resources Management Guide for Leaders of Small Youth-Serving Organizations

    ERIC Educational Resources Information Center

    Casey, Thomas P.

    2009-01-01

    This guide aims to help organization leaders develop the tools and knowledge they need to create and use sound human resources management (HRM) systems and practices that support program success and sustainability. It identifies key components of HRM systems and discusses important considerations in designing HRM policies, procedures, and…

  8. Dealing with Organizational Silos with Communities of Practice and Human Resource Management

    ERIC Educational Resources Information Center

    Forsten-Astikainen, Riitta; Hurmelinna-Laukkanen, Pia; Lämsä, Tuija; Heilmann, Pia; Hyrkäs, Elina

    2017-01-01

    Purpose: Organizational silos that build on the existing organizational structures are often considered to have negative effects in the form of focus on private narrow objectives and organizational fragmentation. To avoid such harmful outcomes, competence management is called for, and in this, the human resources (HR) function takes a key role.…

  9. 77 FR 3845 - Agency Information Collection (Claim for Credit of Annual Leave) Activities Under OMB Review

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-01-25

    ... for Credit of Annual Leave) Activities Under OMB Review AGENCY: Human Resources Management, Department... collection of information through www.Regulations.gov ; or to VA's OMB Desk Officer, OMB Human Resources and... 1995 (44 U.S.C. 3501-3521), this notice announces that the Office of Management (OM), Department of...

  10. Human Resource Management Strategies and Teacher's Efficiency within Schools: A Co-Relational Study

    ERIC Educational Resources Information Center

    Hashmi, Kiran

    2014-01-01

    The aim of the paper is to study Human Resource Management and Development (HRMD) strategies and their effect on teachers' efficiency within the Catholic Board of Education (CBE) schools of Pakistan whose teachers are graduates in educational leadership courses from a private teacher education institutes in Karachi. The study endeavored to build a…

  11. The Educational Needs of and the Future Labor Market Demand for Human Resource Managers

    ERIC Educational Resources Information Center

    Prock, Dan; Henson, Bob

    1977-01-01

    Reports and discusses results of a national survey of professionals from all fields of human resource management (HRM) and college recruiters on the content of HRM education, competency requirements of certain specialists, and the labor market for personnel administration and industrial relations (PAIR/HRM) professionals in the next three years.…

  12. 78 FR 68025 - Membership of the Economic Development Administration Performance Review Board

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-11-13

    ... CONTACT: Ruthie B. Stewart, U.S. Department of Commerce, Office of Human Resources Management, Office of...) Edith J. McCloud, Associate Director for Management, Career SES 4. Department of Commerce, Office of the... Commerce Human Resources Operations Center. [FR Doc. 2013-27080 Filed 11-12-13; 8:45 am] BILLING CODE 3510...

  13. How to Implement the "Ways of Knowing through the Realms of Meaning" in Human Resource Management-Ten Recommendations: National Impact

    ERIC Educational Resources Information Center

    Anthony, Taiwanna D.; Kritsonis, William Allan; Herrington, David E.

    2007-01-01

    Human resource management system should be able to convert input, such as skills, abilities, motivation, potential, working time and vacancies, into output to produce improved skills, increased motivation, reduced absenteeism, reduced labor turnover, reduced accident rates, increased effectiveness and suitability-filled vacancies. In order to be…

  14. Critical Soft Skills to Achieve Success in the Workplace

    ERIC Educational Resources Information Center

    Meeks, Gloria Amparo

    2017-01-01

    The focus of this study was a problem identified by human resources directors and managers in a medium sized community in the southeast of the United States. The problem was that some college graduates are not equipped with the necessary soft skills to be successful in the workforce. Executive directors and human resources managers brought this…

  15. Utilizing Immersive Visualization Systems: How to Dynamically Revolutionize Site-based Professional Development Experiences within Human Resources Management?

    ERIC Educational Resources Information Center

    Craft, Kirby A.

    2009-01-01

    How can we train today's workforce with innovative technologies when families are surrounded by state-of-the-art video games and high-definition televisions? Human resource managers and administrators are faced with difficult challenges to prepare beneficial and relevant professional development exercises that engage the minds of their employees.…

  16. 76 FR 68764 - Statement of Organization, Functions, and Delegations of Authority; Office of the Deputy...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-11-07

    ... leadership, direction and oversight for human resource management services provided to ACF through a contract... employee, supervisory, management and executive training. The Office provides leadership in managing... renames the Office of Management Resources (OMR) to the Office of Workforce Planning and Development. In...

  17. 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 in health policies and is needed both to address the imbalances of the health workforce and to foster implementation of the health services reforms. PMID:12904254

  18. 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 a crucial link in health policies and is needed both to address the imbalances of the health workforce and to foster implementation of the health services reforms.

  19. Retention of health workers in Malawi: perspectives of health workers and district management

    PubMed Central

    Manafa, Ogenna; McAuliffe, Eilish; Maseko, Fresier; Bowie, Cameron; MacLachlan, Malcolm; Normand, Charles

    2009-01-01

    Background Shortage of human resources is a major problem facing Malawi, where more than 50% of the population lives in rural areas. Most of the district health services are provided by clinical health officers specially trained to provide services that would normally be provided by fully qualified doctors or specialists. As this cadre and the cadre of enrolled nurses are the mainstay of the Malawian health service at the district level, it is important that they are supported and motivated to deliver a good standard of service to the population. This study explores how these cadres are managed and motivated and the impact this has on their performance. Methods A quantitative survey measured health workers' job satisfaction, perceptions of the work environment and sense of justice in the workplace, and was reported elsewhere. It emerged that health workers were particularly dissatisfied with what they perceived as unfair access to continuous education and career advancement opportunities, as well as inadequate supervision. These issues and their contribution to demotivation, from the perspective of both management and health workers, were further explored by means of qualitative techniques. Focus group discussions were held with health workers, and key-informant interviews were conducted with members of district health management teams and human resource officers in the Ministry of Health. The focus groups used convenience sampling that included all the different cadres of health workers available and willing to participate on the day the research team visited the health facility. The interviews targeted district health management teams in three districts and the human resources personnel in the Ministry of Health, also sampling those who were available and agreed to participate. Results The results showed that health workers consider continuous education and career progression strategies to be inadequate. Standard human resource management practices such as performance appraisal and the provision of job descriptions were not present in many cases. Health workers felt that they were inadequately supervised, with no feedback on performance. In contrast to health workers, managers did not perceive these human resources management deficiencies in the system as having an impact on motivation. Conclusion A strong human resource management function operating at the district level is likely to improve worker motivation and performance. PMID:19638222

  20. Retention of health workers in Malawi: perspectives of health workers and district management.

    PubMed

    Manafa, Ogenna; McAuliffe, Eilish; Maseko, Fresier; Bowie, Cameron; MacLachlan, Malcolm; Normand, Charles

    2009-07-28

    Shortage of human resources is a major problem facing Malawi, where more than 50% of the population lives in rural areas. Most of the district health services are provided by clinical health officers specially trained to provide services that would normally be provided by fully qualified doctors or specialists. As this cadre and the cadre of enrolled nurses are the mainstay of the Malawian health service at the district level, it is important that they are supported and motivated to deliver a good standard of service to the population. This study explores how these cadres are managed and motivated and the impact this has on their performance. A quantitative survey measured health workers' job satisfaction, perceptions of the work environment and sense of justice in the workplace, and was reported elsewhere. It emerged that health workers were particularly dissatisfied with what they perceived as unfair access to continuous education and career advancement opportunities, as well as inadequate supervision. These issues and their contribution to demotivation, from the perspective of both management and health workers, were further explored by means of qualitative techniques.Focus group discussions were held with health workers, and key-informant interviews were conducted with members of district health management teams and human resource officers in the Ministry of Health. The focus groups used convenience sampling that included all the different cadres of health workers available and willing to participate on the day the research team visited the health facility. The interviews targeted district health management teams in three districts and the human resources personnel in the Ministry of Health, also sampling those who were available and agreed to participate. The results showed that health workers consider continuous education and career progression strategies to be inadequate. Standard human resource management practices such as performance appraisal and the provision of job descriptions were not present in many cases. Health workers felt that they were inadequately supervised, with no feedback on performance. In contrast to health workers, managers did not perceive these human resources management deficiencies in the system as having an impact on motivation. A strong human resource management function operating at the district level is likely to improve worker motivation and performance.

  1. Cockpit resource management training

    NASA Technical Reports Server (NTRS)

    Yocum, M.; Foushee, C.

    1984-01-01

    Cockpit resource management which is a multifaceted concept is outlined. The system involves the effective coordination of many resources: aircraft systems, company, air traffic control, equipment, navigational aids, documents, and manuals. The main concept, however, is group interaction. Problems which arise from lack of coordination, decision making, and lack of communication are pointed out. Implementation by the regional airline industry of cockpit resource management, designed to deal with human interactions problems in the most cost effective manner, is discussed.

  2. Measuring the wealth of nations.

    PubMed

    Hamilton, Kirk; Dixon, John A

    2003-01-01

    The sustainability of development is closely linked to changes in total per capita wealth. This paper presents estimates of the wealth of nations for nearly 100 countries, broken down into produced assets, natural resources and human resources. While the latter is the dominant form of wealth in virtually all countries, in low income natural resource exporters the share of natural resources in total wealth is equal to the share of produced assets. For low income countries in general, cropland forms the vast majority of natural wealth. The analysis suggests the process of development can be viewed as one of portfolio management: sustainable development entails saving the rents from exhaustible resources, managing renewable resources sustainably, and investing savings in both produced assets and human resources.

  3. Facing Ethical Dilemmas in the Workplace: A Qualitative Study of HR Managers' Perceptions of the Influences on Their Behavior and the Implications for Building an Ethical Culture in Organizations

    ERIC Educational Resources Information Center

    LaMontagne, Ramona Marie

    2012-01-01

    This qualitative study examined the perceptions of human resource managers who had faced ethical dilemmas in the workplace, to gain an understanding of how they felt their life experiences shaped their values in making ethical decisions. The experiences of ten human resource managers who believed they chose a right course of action when faced with…

  4. 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.

  5. Managing the Federal Direct Student Loan Program. Hearing before the Human Resources and Intergovernmental Relations Subcommittee of the Committee on Government Operations. House of Representatives, One Hundred Third Congress, First Session (June 10, 1993).

    ERIC Educational Resources Information Center

    Congress of the U. S., Washington, DC. House Committee on Government Operations.

    The House Subcommittee on Human Resources and Intergovernmental Relations met to hear testimony from leaders in government and higher education on managing the federal direct student loan program. Focus was on the Department of Education's plans to correct existing management problems of the Guaranteed Student Loan Program and implement the…

  6. Study of the Performance of Faculty Members According to Talent Management Approach in Higher Education

    ERIC Educational Resources Information Center

    Moghtadaie, Leila; Taji, Maryam

    2016-01-01

    Nowadays, the success of any organization depends on the shaping of policies tailored to the needs of human resources; otherwise, it will lose the ability to adapt to today's complex environment and the ability to use the effectiveness of human resources. For this reason, Talent Management can help to attract, nurture and develop the next…

  7. Research and management of soil, plant, animal, and human resources in the Middle Rio Grande Basin

    Treesearch

    Deborah M. Finch

    1996-01-01

    The Rocky Mountain Forest and Range Experiment Station initiated a research program in 1994 called. "Ecology, diversity, and sustainability of soil, plant, animal, and human resources of the Rio Grande Basin". This program is funded by an Ecosystem Management grant from Forest Service Research. Its mission focuses on the development and application of new...

  8. Module 3: Workplace Policy, Practice and Culture--Employer and Employee Perspectives. Work-Family Curriculum Guide

    ERIC Educational Resources Information Center

    Kossek, Ellen Ernst; Leana, Carrie; MacDermid, Shelley; Pitt-Catsouphes, Marcie; Raskin, Patricia; Secret, Mary; Sweet, Stephen

    2006-01-01

    The contents of this module have been prepared to address some of challenges associated with teaching about work-family issues from a human resource management and employment perspective. The goals of this module are: (1) To develop an understanding that work-family policies are part of a human resource management system and the employment…

  9. Administrative Strategies of Departmental Heads as Determinants for the Effective Management of Human Resources in Tertiary Institutions in Delta State, Nigeria

    ERIC Educational Resources Information Center

    Osakwe, Regina N.

    2015-01-01

    This study investigated administrative strategies of departmental heads as determinants of effective management of human resources in tertiary institutions. Four research questions were asked and four hypotheses were formulated to guide the study. As a descriptive survey, the population comprised all the eight tertiary institutions in the state…

  10. The Professionalization of Human Resource Management: Examining Undergraduate Curricula and the Influence of Professional Organizations

    ERIC Educational Resources Information Center

    Parks-Leduc, Laura; Rutherford, Matthew A.; Becker, Karen L.; Shahzad, Ali M.

    2018-01-01

    This study explores the state of undergraduate human resource management (HRM) curricula worldwide in an effort to understand the extent to which there is an agreed-upon body of knowledge underpinning the field of HRM. We reviewed the undergraduate curricula for all business schools that were accredited by either the Association to Advance…

  11. Managing Human Resources. PACE Revised. Level 1. Unit 12. Research & Development Series No. 240AB12.

    ERIC Educational Resources Information Center

    Ashmore, M. Catherine; Pritz, Sandra G.

    This lesson on managing human resources, the 12th in a series of 18 units, is part of the first level of a comprehensive entrepreneurship curriculum entitled: A Program for Acquiring Competence in Entrepreneurship (PACE). (Designed for use with secondary students, the first level of PACE introduces students to the concepts involved in…

  12. The Joint Military Medical Executive Skills initiative: an impressive response to changing human resource management rules of engagement.

    PubMed

    Kerr, Bernard J

    2007-01-01

    Confronted with a sudden and substantial change in the rules regarding who could command a military medical treatment facility (MTF), the Military Health System (MHS) responded to the challenge with an impressive human resource management solution-the Joint Medical Executive Skills Program. The history, emergence, and continuing role of this initiative exemplifies the MHS's capacity to fulfill the spirit and intent of an arduous Congressional mandate while enhancing professional development and sustaining the career opportunities of medical officers. The MHS response to the Congressional requirement that candidates for MTF command demonstrate professional administrative skills was decisive, creative, and consistent with the basic principles of human resource management. The Joint Medical Executive Skills Program is a management success story that demonstrates how strategic planning, well-defined skills requirements, and structured training can assure a ready supply of qualified commanders for the military's MTFs.

  13. 75 FR 5606 - Privacy Act of 1974; Report of an Altered System of Records

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-02-03

    ... DEPARTMENT OF HEALTH AND HUMAN SERVICES Health Resources and Services Administration Privacy Act...; and the DHHS Information Resources Management Manual, Part 6, ``ADP Systems Security.'' Retention and... Professions, Health Resources and Services Administration, Department of Health and Human Services, 5600...

  14. 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…

  15. 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…

  16. The Relationship of HR Professionals' Online Experiences with Perceptions of Organizational Hiring and Promotion of Online Graduates

    ERIC Educational Resources Information Center

    Kaupins, Gundars Egons; Wanek, James Edward; Coco, Malcolm Paulin

    2014-01-01

    Based on a survey of 264 human resources professionals from 10 Society for Human Resource Management chapters in Texas, the authors investigated how human resources professionals accept online degrees compared to degrees based on face-to-face coursework for hiring and promotion purposes. If respondents were satisfied with their own online course…

  17. 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)

  18. 17 CFR 200.25 - Office of Administrative and Personnel Management.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... COMMISSION ORGANIZATION; CONDUCT AND ETHICS; AND INFORMATION AND REQUESTS Organization and Program Management... Administrative and Personnel Management (OAPM) is responsible for providing a wide variety of programs for human... develops, implements, and evaluates the Commission's programs for human resources and personnel management...

  19. Decentralization's impact on the health workforce: Perspectives of managers, workers and national leaders

    PubMed Central

    Kolehmainen-Aitken, Riitta-Liisa

    2004-01-01

    Designers and implementers of decentralization and other reform measures have focused much attention on financial and structural reform measures, but ignored their human resource implications. Concern is mounting about the impact that the reallocation of roles and responsibilities has had on the health workforce and its management, but the experiences and lessons of different countries have not been widely shared. This paper examines evidence from published literature on decentralization's impact on the demand side of the human resource equation, as well as the factors that have contributed to the impact. The elements that make such an impact analysis exceptionally complex are identified. They include the mode of decentralization that a country is implementing, the level of responsibility for the salary budget and pay determination, and the civil service status of transferred health workers. The main body of the paper is devoted to examining decentralization's impact on human resource issues from three different perspectives: that of local health managers, health workers themselves, and national health leaders. These three groups have different concerns in the human resource realm, and consequently, have been differently affected by decentralization processes. The paper concludes with recommendations regarding three key concerns that national authorities and international agencies should give prompt attention to. They are (1) defining the essential human resource policy, planning and management skills for national human resource managers who work in decentralized countries, and developing training programs to equip them with such skills; (2) supporting research that focuses on improving the knowledge base of how different modes of decentralization impact on staffing equity; and (3) identifying factors that most critically influence health worker motivation and performance under decentralization, and documenting the most cost-effective best practices to improve them. Notable experiences from South Africa, Ghana, Indonesia and Mexico are shared in an annex. PMID:15144558

  20. Leadership and Strategic Management: Keys to Institutional Priorities and Planning

    ERIC Educational Resources Information Center

    Taylor, James S.; de Lourdes Machado, Maria; Peterson, Marvin W.

    2008-01-01

    Allocating and managing resources have always been important cornerstones of institutional leadership. Institutional resources include financial, physical and human components. Even in the best of times, it is a challenge to do this effectively. In times of diminished and shrinking resources, distributing these precious commodities across the…

  1. Battle Cry of the Web Managers.

    ERIC Educational Resources Information Center

    Cornforth, Suzanne R.

    1998-01-01

    College and university Web site managers are offered advice for creative funding and staffing, including how to determine actual human, equipment, and financial resource needs; six ways to break out of the conventional funding paradigm (using existing resources well, using others' money, advertising, priority shifts, shared resources, and in-kind…

  2. The Potential Impact of Labor Choices on the Efficacy of Marine Conservation Strategies

    PubMed Central

    Hughes, Zachary D.; Fenichel, Eli P.; Gerber, Leah R.

    2011-01-01

    Conservation of marine resources is critical to the wellbeing of human communities. Coastal artisanal fishing communities are particularly reliant on marine resources for food and for their livelihoods. Management actions aimed at marine conservation may lead to unanticipated changes in human behavior that influence the ability of conservation programs to achieve their goals. We examine how marine conservation strategies may impact labor decisions that influence both the ecosystem and human livelihoods using simulation modeling. We consider two conservation strategies in the model: direct action through fisheries regulation enforcement, and indirect action through land conservation. Our results indicate that both strategies can increase the abundance of fish, and thus contribute to the maintenance of marine resources. However, our results also show that marine fisheries enforcement may negatively impact the livelihoods of human communities. Land conservation, on the other hand, potentially enhances the livelihood of the human populations. Thus, depending on management objectives, indirect or a combination of direct and indirect conservation strategies may be effective at achieving conservation and sustainability goals. These results highlight the importance of accounting for changes in human behavior resulting from management actions in conservation and management. PMID:21887306

  3. [Retention management by means of applied human resource development: lessons from cardiovascular anaesthesiology].

    PubMed

    Padosch, Stephan A; Schmidt, Christian E; Spöhr, Fabian A M

    2011-05-01

    At present, besides well-known financial problems, German hospitals are facing a serious lack of qualified medical staff. Given these facts, it is of great importance, especially in work load burdened disciplines, such as cardiovascular anaesthesiology, to retain highly qualified medical staff. Here, human resource development measures offer valuable tools for efficient retention management. Moreover, most of these are applicable to almost any clinical specialty. Surprisingly, financial aspects play a minor role in such concepts, in contrast to human resource development tools, such as mentoring, interviews, training and motivational activities. Especially, with regard to "Generation Y", an efficient retention management will play a key role to keep these physicians as hospital employees of long duration in the future. © Georg Thieme Verlag Stuttgart · New York.

  4. Quicker, slicker, and better? An evaluation of a web-based human resource management system

    NASA Astrophysics Data System (ADS)

    Gibb, Stephen; McBride, Andrew

    2001-10-01

    This paper reviews the design and development of a web based Human Resource Management (HRM) system which has as its foundation a 'capability profiler' tool for analysing individual or team roles in organisations. This provides a foundation for managing a set of integrated activities in recruitment and selection, performance and career management, and training and development for individuals, teams, and whole organisations. The challenges of representing and processing information about the human side of organisation encountered in the design and implementation of such systems are evident. There is a combination of legal, practical, technical and philosophical issues to be faced in the processes of defining roles, selecting staff, monitoring and managing the performance of employees in the design and implementation of such systems. The strengths and weaknesses of web based systems in this context are evaluated. This evaluation highlights both the potential, given the evolution of broader Enterprise Resource Planning (ERP) systems and strategies in manufacturing, and concerns about the migration of HRM processes to such systems.

  5. 75 FR 28811 - Statement of Organization, Functions, and Delegations of Authority

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-05-24

    ... comprehensive strategic human resource leadership and career training and development program for all... statement for the Office of Health and Safety (CAJP), insert the following: Human Capital Management Office... training programs; (3) develops, designs, and implements a comprehensive strategic human resource...

  6. The contribution of nature to people: Applying concepts of values and properties to rate the management importance of natural elements.

    PubMed

    Smith, Michael J; Wagner, Christian; Wallace, Ken J; Pourabdollah, Amir; Lewis, Loretta

    2016-06-15

    An important, and yet unresolved question in natural resource management is how best to manage natural elements and their associated values to ensure human wellbeing. Specifically, there is a lack of measurement tools to assess the contribution of nature to people. We present one approach to overcome this global issue and show that the preferred state of any system element, in terms of realising human values, is a function of element properties. Consequently, natural resource managers need to understand the nature of the relationships between element properties and values if they are to successfully manage for human wellbeing. In two case studies of applied planning, we demonstrate how to identify key element properties, quantify their relationships to priority human values, and combine this information to model the contribution of elements to human wellbeing. In one of the two case studies we also compared the modelling outputs with directly elicited stakeholder opinions regarding the importance of the elements for realising the given priority values. The two, largely congruent outputs provide additional support for the approach. The study shows that rating sets of elements on their relative overall value for human wellbeing, or utility, provides critical information for subsequent management decisions and a basis for productive new research. We consider that the described approach is broadly applicable within the domain of natural resource management. Copyright © 2016 The Authors. Published by Elsevier Ltd.. All rights reserved.

  7. Knowledge Management: A Tripartite Conceptual Framework for Career and Technical Teacher Educators

    ERIC Educational Resources Information Center

    Lee, Hae-Young; Roth, Gene L.

    2008-01-01

    Researchers and practitioners consider knowledge management to be a strategic intervention that integrates organizational resources such as technologies and human resources. This conceptual paper focuses on the foundational contributions of economics, sociology, and psychology to knowledge management. Select theories from each foundational area…

  8. 78 FR 68029 - Announcement of Changes to the Membership of the Performance Review Board

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-11-13

    ...: Ruthie B. Stewart, U.S. Department of Commerce, Office of Human Resources Management (OHRM), Office of Executive Resources, 14th and Constitution Avenue NW., Room 51010, Washington, DC 20230, at (202) 482-3130..., Office of Staffing, Recruitment and Classification, Department of Commerce Human Resources Operations...

  9. Neuroscience Evidence for Economic Humanism in Management Science: Organizational Implications and Strategy.

    PubMed

    Lattanzi, Nicola; Menicagli, Dario; Dal Maso, Lorenzo

    2016-04-01

    Globalization phenomena and Information Communication Technology (ICT) are producing deep changes worldwide. The economic environment and society where firms both cooperate and compete with each other are rapidly changing leading firms towards recognizing the role of intangible resources as a source of fresh competitive advantage. Experience, innovation and the ability to create new knowledge completely arise from the act of human resources inviting firms to focus on how to generate and shape knowledge. Therefore, the future of firms depends greatly on how managers are able to explore and exploit human resources. However, without a clear understanding of the nature of human beings and the complexity behind human interactions, we cannot understand the theory of organizational knowledge creation. Thus, how can firms discover, manage and valorize this "human advantage"? Neuroscience can increase the understanding of how cognitive and emotional processes work; in doing so, we may be able to better understand how individuals involved in a business organization make decisions and how external factors influence their behavior, especially in terms of commitment activation and engagement level. In this respect, a neuroscientific approach to business can support managers in decision-making processes. In a scenario where economic humanism plays a central role in the process of fostering firms' competitiveness and emerging strategies, we believe that a neuroscience approach in a business organization could be a valid source of value and inspiration for manager decision-making processes.

  10. Aligning environmental management with ecosystem resilience: a First Foods example from the Confederated Tribes of the Umatilla Indian Reservation, Oregon, USA

    USGS Publications Warehouse

    Quaempts, Eric J; Jones, Krista; O'Daniel, Scott J.; Beechie, Timothy J.; Poole, Geoffrey C.

    2018-01-01

    The concept of “reciprocity” between humans and other biota arises from the creation belief of the Confederated Tribes of the Umatilla Indian Reservation (CTUIR). The concept acknowledges a moral and practical obligation for humans and biota to care for and sustain one another, and arises from human gratitude and reverence for the contributions and sacrifices made by other biota to sustain human kind. Reciprocity has become a powerful organizing principle for the CTUIR Department of Natural Resources, fostering continuity across the actions and policies of environmental management programs at the CTUIR. Moreover, reciprocity is the foundation of the CTUIR “First Foods” management approach. We describe the cultural significance of First Foods, the First Foods management approach, a resulting management vision for resilient and functional river ecosystems, and subsequent shifts in management goals and planning among tribal environmental staff during the first decade of managing for First Foods. In presenting this management approach, we highlight how reciprocity has helped align human values and management goals with ecosystem resilience, yielding management decisions that benefit individuals and communities, indigenous and nonindigenous, as well as human and nonhuman. We further describe the broader applicability of reciprocity-based approaches to natural resource management.

  11. The Symbiotic Relationship between the Air Force’s Active and Reserve Components: Ensuring the Health of the Total Force

    DTIC Science & Technology

    2013-02-01

    2009), 3, http://www.gao.gov/ assets /100/96269.pdf. 22. Department of Defense Human Resources Management, “ Human Resources Manage- ment ( HRM ) Community of...rotating forces.20 Predictability is especially important to obtaining RC partici- pation in the absence of mobilization authority by allowing...continuum of service construct to reduce legal and policy barriers be- tween the components. This construct mandates “a Human Capital strategy allowing

  12. Cultural Myths in Stories about Human Resource Development: Analysing the Cross-Cultural Transfer of American Models to Germany and the Cote d'Ivoire.

    ERIC Educational Resources Information Center

    Hansen, Carol D.

    2003-01-01

    Analysis of reactions of 14 German and 20 Ivory Coast managers to informant stories from 14 U.S. human resource professionals revealed differences in work myths that reflected national differences, e.g., individual versus collective orientation, business development patterns, and management approaches. Awareness of the ethnocentrism of work myths…

  13. 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…

  14. Piecing Together the Puzzle of Graduate Employment: Factors that Shape the Graduate Work Expectations of Human Resource Management Students

    ERIC Educational Resources Information Center

    Parris, Melissa A.; Saville, Kerrie

    2011-01-01

    Providing graduates with a set of skills and attributes relevant to their future employment remains a key topic in both higher education policy and research. This paper reports findings from a pilot study of human resource management (HRM) students' perceptions of the graduate work experience. Specifically, it focuses on how these perceptions are…

  15. How to Implement the Ways of Knowing through the Realms of Meaning in Human Resource Management: Ten Recommendations for Selecting Campus Administrators

    ERIC Educational Resources Information Center

    Jacobs, Karen Dupre; Kritsonis, William Allan

    2006-01-01

    Human resource management in education is a vital function of hiring, developing, nurturing, and sustaining highly-qualified personnel for the school system. In an age where strong accountability measures are in place, school districts across America must become aware of the types of teachers and administrative staff being selected and retained…

  16. Mobilizing Ideas in Knowledge Networks: A Social Network Analysis of the Human Resource Management Community 1990-2005

    ERIC Educational Resources Information Center

    Henneberg, Stephan C.; Swart, Juani; Naude, Peter; Jiang, Zhizhong; Mouzas, Stefanos

    2009-01-01

    Purpose: The purpose of this paper is to show the role of social networks in mobilizing how actors both impact and are impacted on by their colleagues. It seeks to compare the human resource management (HRM) academic community with two other comparable communities, and to identify those groups that are seen to work closely together.…

  17. An Exploratory Study of the Role of Human Resource Management in Models of Employee Turnover

    ERIC Educational Resources Information Center

    Ozolina-Ozola, Iveta

    2016-01-01

    The purpose of this paper is to present the study results of the human resource management role in the voluntary employee turnover models. The mixed methods design was applied. On the basis of the results of the search and evaluation of publications, the 16 models of employee turnover were selected. Applying the method of content analysis, the…

  18. The sharing of water between society and ecosystems: from conflict to catchment-based co-management.

    PubMed Central

    Wallace, J S; Acreman, M C; Sullivan, C A

    2003-01-01

    Human uses of freshwater resources are increasing rapidly as the world population rises. As this happens, less water is left to support aquatic and associated ecosystems. To minimize future human water shortages and undesirable environmental impacts, more equitable sharing of water resources between society and nature is required. This will require physical quantities and social values to be placed on both human and aquatic ecosystem requirements. Current water valuation systems are dominated by economic values and this paper illustrates new quantification and valuation methods that take more account of human well-being and environmental impacts. The key to the effective implementation of these more equitable water allocation methods is the use of catchment-based integrated water resources management. This holistic framework makes it possible for human and ecosystem water requirements and the interactions between them to be better understood. This knowledge provides the foundation for incorporating relevant social factors so that water policies and laws can be developed to make best use of limited water resources. Catchment-based co-management can therefore help to ensure more effective sharing of water between people and nature. PMID:14728795

  19. 75 FR 40759 - Initiation of Review of Management Plan/Regulations of the Hawaiian Islands Humpback Whale...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-07-14

    ..., living resources and maritime archaeological resources and the human activities that affect them. The... of Review of Management Plan/Regulations of the Hawaiian Islands Humpback Whale National Marine Sanctuary; Intent To Prepare Draft Environmental Impact Statement and Management Plan; Scoping Meetings...

  20. 76 FR 50769 - Submission for Review: Application for Senior Administrative Law Judge (OPM Form 1655), and...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-08-16

    ... Notice and request for comments. SUMMARY: The Human Resources Solutions, U.S. Office of Personnel... Agency: Human Resources Solutions, U.S. Office of Personnel Management. Title: Application for Senior...

  1. HRM in the Knowledge-based Economy: Is There an Afterlife?

    ERIC Educational Resources Information Center

    Raich, Mario

    2002-01-01

    Explains changes in the workplace attributed to the knowledge economy and poses questions for businesses, workers, and the human resources function. Outlines new expectations of and a new framework for human resource management. (SK)

  2. [The Effectiveness of a Strategy for the Flexible Management of Nursing Human Resources: A Pilot Study].

    PubMed

    Huang, Chung-I; Lu, Meei-Shiow

    2017-12-01

    The flexibility of a hospital's nursing-related human resource management policies affects the working willingness and retention of nurses. To explore the effectiveness of a flexible nursing-related human resource management strategy. This quasi-experimental research used a one group pretest-posttest design. Supervisors at participating hospitals attended the "Application of Flexible Nursing Human Resources Management Strategies" workshop, which introduced the related measures and assessed nurses' pretest satisfaction. After these measures were implemented at the participating hospitals, implementation-related problems were investigated and appropriate consultation was provided. The posttest was implemented after the end of the project. Data were collected from nurses at the participating hospitals who had served in their present hospital for more than three months. The participating hospitals were all nationally certified healthcare providers, including 13 medical centers, 17 regional hospitals, and 3 district hospitals. A total of nurses 2,810 nurses took the pretest and 2,437 took the posttest. The research instruments included the "Satisfaction with working conditions and system flexibility" scale and the "Flexible nursing human resource management strategies". The effectiveness of the implemented strategy was assessed using independent samples t-test and variance analysis. The result of implementing the flexible strategies shows that the total mean of pretest satisfaction (Likert 5 scores) was 3.47 (SD = 0.65), and the posttest satisfaction was 3.52 (SD = 0.65), with significant statistical differences in task, numerical, divisional, and leading flexibility. Due to the good implementation effectiveness, the authors strongly suggest that all of the participating hospitals continue to apply this strategic model to move toward a more flexible nursing system and work.

  3. Historical trends in human resource issues of hospital nursing in the past generation.

    PubMed

    Tzeng, Huey-Ming; Yin, Chang-Yi

    2009-01-01

    Strategic management of human resource in health care is indeed important to delivering high-quality care. Despite the fact that the nursing profession is growing and becoming more and more sophisticated, human resource issues have not changed in a dramatically significant way in the past generation. The aim of this study was to identify the historical trends in human resource issues related to hospital nursing in the past generation from 1977 to 2006. A total of 10,691 records were reviewed, resulting in 1,799 valid records that addressed human resource issues related to hospital nursing. Content analyses were conducted and a typology of human resource issues was developed. Productivity, work content and flow, and occupational hazards were the three most often reported themes.

  4. Fuelwood, agro-forestry, and natural resource management: the development significance of land tenure and other resource management/utilization systems

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

    Brokensha, D.; Castro, A.P.; Kundu, M.

    1984-04-01

    Using a systems approach and focusing on the social context, the study examines natural resource management in relation to fuelwood production and agroforestry. An initial section describing the use and interlinkage of the concepts of ecozone and ecosystem is followed by a discussion of problem ecozones, human use of ecozones, agricultural ecosystems, resource competition, uses of trees and forest products, and tree planting. Rural resource management strategies at the household, community, local, and state levels are discussed in the context of political economy, land tenure and rights, tenancy and sharecropping, group or public landholding, and acquisition and transfer of land.

  5. Fort Collins Science Center - Fiscal Year 2008 Science Accomplishments

    USGS Publications Warehouse

    Wilson, Juliette T.

    2009-01-01

    Public land and natural resource managers in the United States are confronted with increasingly complex decisions that have important ramifications for both ecological and human systems. The scientists and technical professionals at the U.S. Geological Survey (USGS) Fort Collins Science Center (FORT) contribute a unique blend of ecological, socioeconomic, and technological expertise to investigating complicated ecological problems that address critical management questions. In Fiscal Year 2008 (FY08), FORT's scientific and technical professionals continued research vital to the science and management needs of U.S. Department of the Interior agencies and other entities. This annual report describes select FY08 accomplishments in research and technical assistance involving biological information management and delivery; aquatic, riparian, and managed-river ecosystems; invasive species; status and trends of biological resources (including human dimensions and social science); terrestrial ecosystems; and fish and wildlife resources.

  6. Building the Capacity to Innovate: The Role of Human Capital. Research Report

    ERIC Educational Resources Information Center

    Smith, Andrew; Courvisanos, Jerry; Tuck, Jacqueline; McEachern, Steven

    2012-01-01

    This report examines the link between human resource management practices and innovation. It is based on a conceptual framework in which "human resource stimuli measures"--work organisation, working time, areas of training and creativity--feed into innovative capacity or innovation. Of course, having innovative capacity does not…

  7. From staff-mix to skill-mix and beyond: towards a systemic approach to health workforce management

    PubMed Central

    2009-01-01

    Throughout the world, countries are experiencing shortages of health care workers. Policy-makers and system managers have developed a range of methods and initiatives to optimise the available workforce and achieve the right number and mix of personnel needed to provide high-quality care. Our literature review found that such initiatives often focus more on staff types than on staff members' skills and the effective use of those skills. Our review describes evidence about the benefits and pitfalls of current approaches to human resources optimisation in health care. We conclude that in order to use human resources most effectively, health care organisations must consider a more systemic approach - one that accounts for factors beyond narrowly defined human resources management practices and includes organisational and institutional conditions. PMID:20021682

  8. Role of Institutions of Higher Learning in Enhancing Sustainable Development in Kenya

    ERIC Educational Resources Information Center

    Ekene, Osuji Gregory; Oluoch-Suleh, Everlyn

    2015-01-01

    Education brings about a change in the individual which promotes greater productivity and work efficiency. It remains a major component in the development of human resources and it accounts for much improvements in population quality and environmental resource management; hence, sustainable development. Improvement of human resources is not…

  9. 75 FR 56504 - Membership of the Office of the Secretary Performance Review Board

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-09-16

    ..., Director, Office of Executive Resources, Office of Human Resources Management, Office of the Director, 14th... Institute of Standards and Technology Michael V. Culpepper, Chief Human Capitol Officer for NIST. National.... Yaag, Director, Office of Executive Resources. [FR Doc. 2010-22873 Filed 9-15-10; 8:45 am] BILLING CODE...

  10. Isolated Ficus trees deliver dual conservation and development benefits in a rural landscape.

    PubMed

    Cottee-Jones, H Eden W; Bajpai, Omesh; Chaudhary, Lal B; Whittaker, Robert J

    2015-11-01

    Many of the world's rural populations are dependent on the local provision of economically and medicinally important plant resources. However, increasing land-use intensity is depleting these resources, reducing human welfare, and thereby constraining development. Here we investigate a low cost strategy to manage the availability of valuable plant resources, facilitated by the use of isolated Ficus trees as restoration nuclei. We surveyed the plants growing under 207 isolated trees in Assam, India, and categorized them according to their local human-uses. We found that Ficus trees were associated with double the density of important high-grade timber, firewood, human food, livestock fodder, and medicinal plants compared to non-Ficus trees. Management practices were also important in determining the density of valuable plants, with grazing pressure and land-use intensity significantly affecting densities in most categories. Community management practices that conserve isolated Ficus trees, and restrict livestock grazing and high-intensity land-use in their vicinity, can promote plant growth and the provision of important local resources.

  11. EDUCATING THE TEEN-AGER IN HUMAN RELATIONS AND MANAGEMENT OF RESOURCES, PAPERS FROM THE ANNUAL MEETING (56TH, ATLANTIC CITY, 1965).

    ERIC Educational Resources Information Center

    American Home Economics Association, Washington, DC.

    THE GROWING NUMBERS OF TEENAGERS AND THEIR INFLUENCE ON THE ECONOMY BOTH AS EARNERS AND SPENDERS FORCE EDUCATORS AND OTHER PROFESSIONALS TO EXAMINE THEIR RESPONSIBILITIES TO THIS GROUP. HOME ECONOMISTS' CONCERN FOR PROBLEMS OF YOUNG PEOPLE IN MANAGING RESOURCES AND IN HUMAN RELATIONS LED TO PLANNING PROGRAMS IN THESE AREAS AT THEIR ANNUAL MEETING.…

  12. [MATCHE: Management Approach to Teaching Consumer and Homemaking Education.] Economically Depressed Areas Strand: Human Development: Module III-E-3: Resources for the Economically Depressed Family.

    ERIC Educational Resources Information Center

    Boogaert, John

    This competency-based preservice home economics teacher education module on resources for the economically depressed area family is the third in a set of three modules on human development in economically depressed areas. (This set is part of a larger set of sixty-seven modules on the Management Approach to Teaching Consumer and Homemaking…

  13. Aging and the Work Force: Human Resource Strategies. An Information Paper Prepared for Use by the Special Committee on Aging. United States Senate, Ninety-Seventh Congress, Second Session.

    ERIC Educational Resources Information Center

    Congress of the U.S., Washington, DC. Senate Special Committee on Aging.

    This information paper explores the need for age-neutral functional criteria in the human resources management system and the need for managers to review currently accepted employment policies. Population patterns, labor force profiles, and labor force projections are reviewed. The paper examines the effect of retirement policies and considers…

  14. On the Way into the Bologna Reform--A Consideration of the Quality and the Role of Human Resource Management in Higher Education System

    ERIC Educational Resources Information Center

    Kohont, Andrej; Nadoh Bergoc, Jana

    2010-01-01

    In the article the concept of higher education quality is discussed, putting an emphasis on the concept of quality as a transformation. In this context the teachers are stimulated to use contemporary teaching/learning tools and to take active role in the development and empowerment of learners. The role of human resource management (HRM) is also…

  15. 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…

  16. Toward fisheries sustainability in North America: Issues, challenges, and strategies for action

    USGS Publications Warehouse

    MacDonald, D.D.; Knudsen, E.E.

    2004-01-01

    Many fisheries in North America are severely depleted and trending downwards. In an effort to find ways of reversing this disturbing situation, the American Fisheries Society and the Sustainable Fisheries Foundation invited leading experts in fisheries science and aquatic resource management to share their thoughts and insights in this book. These experts were asked to identify the factors that are currently impairing our ability to effectively manage fisheries resources and propose creative solutions for addressing the most challenging issues affecting fisheries sustainability. Based on the information that was provided by the experts (i.e., as presented in the earlier chapters of this book), it is apparent that a wide range of human activities are adversely affecting our shared fisheries resources and the aquatic habitats upon which they depend. The most challenging problems stem from causes that are largely beyond the scope of traditional fisheries management (e.g., human population growth, resource consumption patterns, global climate change, broad land-use patterns). It is also apparent that resolution of these challenges will require a new approach to fisheries management - one that effectively integrates economic, social, and environmental interests into a decision-making framework that supports fisheries sustainability. The key strategies for supporting such a transition toward a more holistic and comprehensive approach to managing the human activities that influence fisheries and aquatic resources are summarized in this chapter. ?? 2004 by the American Fisheries Society.

  17. Employees, Careers, and Job Creation: Developing Growth-Oriented Human Resource Strategies and Programs. First Edition. A Joint Publication in the Jossey-Bass Management Series and the Jossey-Bass Social and Behavioral Science Series.

    ERIC Educational Resources Information Center

    London, Manuel, Ed.

    The 13 chapters in this volume detail how industrial and organizational psychologists, human resource professionals, and consultants have created innovative human resource development and training programs. "Employee Development and Job Creation" (Jennifer Jarratt, Joseph F. Coates) looks at several trends that have important consequences for…

  18. Several problems in regard to national land management

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

    Dong Wenlang

    1983-09-21

    This article examines several problems with regard to land management in China. National land management is defined as development of the territorial land (including the earth's surface and underground), territorial waters and territorial air space under the jurisdiction of a sovereign country. The Chinese State Council established the Bureau of National Land Management in 1981. Areas of concern include natural resources, or land resources (including continental land, rivers and lakes, territorial waters and what is beneath the waters and the airspace above the waters, also the continental shelves), mineral resources and biological resources; social resources, which include human resources, intellectualmore » resources, social and cultural traditions, and the material and technical foundations of a society. Untapped resources of land, waters, forests, grasslands and minerals are to be developed through reclamation, mining, and engineering projects. Geography and national land economics are the theoretical and applied sciences directly related to national land management.« less

  19. On inclusion of water resource management in Earth system models - Part 1: Problem definition and representation of water demand

    NASA Astrophysics Data System (ADS)

    Nazemi, A.; Wheater, H. S.

    2015-01-01

    Human activities have caused various changes to the Earth system, and hence the interconnections between human activities and the Earth system should be recognized and reflected in models that simulate Earth system processes. One key anthropogenic activity is water resource management, which determines the dynamics of human-water interactions in time and space and controls human livelihoods and economy, including energy and food production. There are immediate needs to include water resource management in Earth system models. First, the extent of human water requirements is increasing rapidly at the global scale and it is crucial to analyze the possible imbalance between water demands and supply under various scenarios of climate change and across various temporal and spatial scales. Second, recent observations show that human-water interactions, manifested through water resource management, can substantially alter the terrestrial water cycle, affect land-atmospheric feedbacks and may further interact with climate and contribute to sea-level change. Due to the importance of water resource management in determining the future of the global water and climate cycles, the World Climate Research Program's Global Energy and Water Exchanges project (WRCP-GEWEX) has recently identified gaps in describing human-water interactions as one of the grand challenges in Earth system modeling (GEWEX, 2012). Here, we divide water resource management into two interdependent elements, related firstly to water demand and secondly to water supply and allocation. In this paper, we survey the current literature on how various components of water demand have been included in large-scale models, in particular land surface and global hydrological models. Issues of water supply and allocation are addressed in a companion paper. The available algorithms to represent the dominant demands are classified based on the demand type, mode of simulation and underlying modeling assumptions. We discuss the pros and cons of available algorithms, address various sources of uncertainty and highlight limitations in current applications. We conclude that current capability of large-scale models to represent human water demands is rather limited, particularly with respect to future projections and coupled land-atmospheric simulations. To fill these gaps, the available models, algorithms and data for representing various water demands should be systematically tested, intercompared and improved. In particular, human water demands should be considered in conjunction with water supply and allocation, particularly in the face of water scarcity and unknown future climate.

  20. Acquisition and allocation of human, financial, and physical resources in the health care system.

    PubMed

    Abraham, Sam

    2011-01-01

    Based on the current financial status and forthcoming changes in the health care system, governing boards give chief executive officers the responsibility to manage human, financial, and physical resources. The role and degree of involvement of chief executive officers in managing resources--the resource allocation process, retention and recruitment, technology adaptation, reimbursement, and expansion of the outpatient program--are illustrated in this article. A new strategy for diverting resources to tap into the outpatient market is the appropriate direction to choose during days when the economy is down and people are not seeking inpatient treatment as in the past. Reimbursement in the future will depend on customer satisfaction scores; therefore, a dedicated and loyal staff is the most important resource for any service organization.

  1. One Fish, Two Fish: Balancing Economy with Ecology as a Fishery Manager

    ERIC Educational Resources Information Center

    Dunn, Paul H.; Davidson, Timothy M.

    2010-01-01

    The ocean provides humanity with many services and goods, including clean air, minerals, and food. Sustainable use and management of our marine resources are important to ensure that these resources are available for future generations. The turn-based activity presented in this article teaches students the challenges of managing a sustainable…

  2. Toward A Science of Sustainable Water Management

    NASA Astrophysics Data System (ADS)

    Brown, C.

    2016-12-01

    Societal need for improved water management and concerns for the long-term sustainability of water resources systems are prominent around the world. The continued susceptibility of society to the harmful effects of hydrologic variability, pervasive concerns related to climate change and the emergent awareness of devastating effects of current practice on aquatic ecosystems all illustrate our limited understanding of how water ought to be managed in a dynamic world. The related challenges of resolving the competition for freshwater among competing uses (so called "nexus" issues) and adapting water resources systems to climate change are prominent examples of the of sustainable water management challenges. In addition, largely untested concepts such as "integrated water resources management" have surfaced as Sustainable Development Goals. In this presentation, we argue that for research to improve water management, and for practice to inspire better research, a new focus is required, one that bridges disciplinary barriers between the water resources research focus on infrastructure planning and management, and the role of human actors, and geophysical sciences community focus on physical processes in the absence of dynamical human response. Examples drawn from climate change adaptation for water resource systems and groundwater management policy provide evidence of initial progress towards a science of sustainable water management that links improved physical understanding of the hydrological cycle with the socioeconomic and ecological understanding of water and societal interactions.

  3. 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.

  4. 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)

  5. 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…

  6. 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.

  7. Wildlife as valuable natural resources vs. intolerable pests: A suburban wildlife management model

    USGS Publications Warehouse

    DeStefano, S.; Deblinger, R.D.

    2005-01-01

    Management of wildlife in suburban environments involves a complex set of interactions between both human and wildlife populations. Managers need additional tools, such as models, that can help them assess the status of wildlife populations, devise and apply management programs, and convey this information to other professionals and the public. We present a model that conceptualizes how some wildlife populations can fluctuate between extremely low (rare, threatened, or endangered status) and extremely high (overabundant) numbers over time. Changes in wildlife abundance can induce changes in human perceptions, which continually redefine species as a valuable resource to be protected versus a pest to be controlled. Management programs thatincorporate a number of approaches and promote more stable populations of wildlife avoid the problems of the resource versus pest transformation, are less costly to society, and encourage more positive and less negative interactions between humans and wildlife. We presenta case example of the beaver Castor canadensis in Massachusetts to illustrate how this model functions and can be applied. ?? 2005 Springer Science + Business Media, Inc.

  8. Integrating Bill of Materials Data Into the Armys Enterprise Resource Planning Systems

    DTIC Science & Technology

    2016-05-17

    management with a concentration in human resources from Virginia State University and an MBA from Averett University, and he is a public policy...57 Army Sustainment November–December 2015 As the Army moves to an en-terprise resource planning... Resource Planning Systems  By LeQuan M. Hylton TOOLS The fielding of Global Combat Support System–Army has changed the way the Army manages bill

  9. 75 FR 43200 - Notice of Proposed Supplementary Rules for Public Lands in Colorado: Public Lands Administered by...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-07-23

    ... the Arkansas River TMP and Amend the Royal Gorge Resource Management Plan'' was published in the... activities on certain public lands to protect natural resources and human health and safety. Clarity of the... certain public lands to protect natural resources and the environment and human health and safety. These...

  10. 30 CFR 550.101 - Authority and applicability.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... energy resource development with protection of the human, marine, and coastal environments; (3) Ensure... 550.101 Mineral Resources BUREAU OF OCEAN ENERGY MANAGEMENT, DEPARTMENT OF THE INTERIOR OFFSHORE OIL... Bureau of Ocean Energy Management (BOEM) to regulate oil, gas, and sulphur exploration, development, and...

  11. 30 CFR 550.101 - Authority and applicability.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... energy resource development with protection of the human, marine, and coastal environments; (3) Ensure... 550.101 Mineral Resources BUREAU OF OCEAN ENERGY MANAGEMENT, DEPARTMENT OF THE INTERIOR OFFSHORE OIL... Bureau of Ocean Energy Management (BOEM) to regulate oil, gas, and sulphur exploration, development, and...

  12. 30 CFR 550.101 - Authority and applicability.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... energy resource development with protection of the human, marine, and coastal environments; (3) Ensure... 550.101 Mineral Resources BUREAU OF OCEAN ENERGY MANAGEMENT, DEPARTMENT OF THE INTERIOR OFFSHORE OIL... Bureau of Ocean Energy Management (BOEM) to regulate oil, gas, and sulphur exploration, development, and...

  13. Whither CRM? Future directions in Crew Resource Management training in the cockpit and elsewhere

    NASA Technical Reports Server (NTRS)

    Helmreich, Robert L.

    1993-01-01

    The past decade has shown worldwide adoption of human factors training in civil aviation, now known as Crew Resource Management (CRM). The shift in name from cockpit to crew reflects a growing trend to extend the training to other components of the aviation system including flight attendants, dispatchers, maintenance personnel, and Air Traffic Controllers. The paper reports findings and new directions in research into human factors.

  14. Special Operations Liaison Officer: Looking Back to See the Future

    DTIC Science & Technology

    2014-06-01

    Officer GSN global SOF network HQ Headquarters HRC Human Resources Command HRM human resource management xiii IEP International...life away from a U.S. base in a foreign country In May 2013, the USSOCOM International Engagement Program ( IEP ) provided funding to the Naval...manages the USSOCOM IEP . The intent of this study was to produce a formal career path for SOLOs that would eliminate most, if not all, the current

  15. A Comparison of Student Outcomes and Student Satisfaction in Three MBA Human Resource Management Classes Based on Traditional vs. Online Learning

    ERIC Educational Resources Information Center

    Gibson, Jane Whitney

    2008-01-01

    The author taught three MBA Human Resource Management classes in the spring term of 2007 at a large private university in Florida. Two of the classes were taught in a 100% online format while the third was taught off campus in a university-owned building in Orlando where students met in a face-to-face, weekend setting. This traditional class was…

  16. Human Resource Management. Status of Agency Practices for Improving Federal Productivity. Fact Sheet for the Ranking Minority Member, Subcommittee on Federal Services, Post Office, and Civil Service, U.S. Senate.

    ERIC Educational Resources Information Center

    General Accounting Office, Washington, DC.

    This document contains an inventory of innovative human resource management (HRM) practices in federal departments and major independent agencies. To develop the inventory, the General Accounting Office (GAO) surveyed 71 federal organizations having 5,000 or more employees. The GAO used a questionnaire that asked agency officials to identify their…

  17. Water Resources Risks and the Climate Resilience Toolkit: Tools, Case Studies, and Partnerships

    NASA Astrophysics Data System (ADS)

    Read, E. K.; Blodgett, D. L.; Booth, N.

    2014-12-01

    The Water Resources Risk topic of the Climate Resilience Toolkit (CRT) is designed to provide decision support, technical, and educational resources to communities, water resource managers, policy analysts, and water utilities working to increase the resilience of water resources to climate change. We highlight the partnerships (between federal and state agencies, non-governmental organizations, and private partners), tools (e.g., downscaled climate products, historical and real-time water data, and decision support) and success stories that are informing the CRT Water Resources Risks Theme content, and identify remaining needs in available resources for building resilience of water resources to climate change. The following questions will frame the content of the Water Resources Risk CRT: How are human and natural components of the hydrologic cycle changing? How can communities and water managers plan for uncertain future conditions? How will changing water resources impact food production, energy resources, ecosystems, and human health? What water resources data are of high value to society and are they easily accessible? Input on existing tools, resources, or potential partnerships that could be used to further develop content and fill gaps in the Water Resources CRT is welcome. We also invite ideas for water resources 'innovation challenges', in which technology developers work to create tools to that enhance the capacity of communities and managers to increase resilience of water resources at the local and regional scales.

  18. 5 CFR 9701.106 - Relationship to other provisions.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 5 Administrative Personnel 3 2011-01-01 2011-01-01 false Relationship to other provisions. 9701.106 Section 9701.106 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES... SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM General Provisions § 9701.106 Relationship to other provisions...

  19. 76 FR 8775 - Agency Information Collection Activities: Proposed Collection; Comments Requested: Drug...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-02-15

    ..., Human Resources Division, Drug Enforcement Administration, 8701 Morrissette Drive, Springfield, VA 22152... Administrator, Human Resources Division, Drug Enforcement Administration, 8701 Morrissette Drive, Springfield... Administration (DEA) will be submitting the following information collection request to the Office of Management...

  20. 5 CFR 9701.106 - Relationship to other provisions.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Relationship to other provisions. 9701.106 Section 9701.106 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES... SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM General Provisions § 9701.106 Relationship to other provisions...

  1. 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...

  2. Formation of power management strategy at the industrial enterprises

    NASA Astrophysics Data System (ADS)

    Akimova, Elena

    2017-10-01

    The article is dedicated to energy efficiency problems. The main recommendations about the development of the system of strategic power management at the industrial enterprise offered in the research include a number of the principles, aimed at the increase of the importance of human resources in information-and-analytical and innovative functions of power management. According to the results of the current situation analyses, the author suggests using some specific indicators of human resources, as they can contribute to the energy efficiency formation. The system of standardization is considered to be the basis for the implementation of strategic power management at the enterprises.

  3. The role of social science in sucessfully implementing watershed management strategies

    Treesearch

    Kristin Floress; Kofi Akamani; Kathleen E. Halvorsen; Andrew T. Kozich; Mae Davenport

    2015-01-01

    Successful watershed management and changes in water quality conditions are dependent upon changes in human behaviors. Those tasked with managing watersheds and other natural resources often assume that people are not acting to protect or restore their resources because they lack the necessary knowledge and understanding. However, individual behaviors are impacted by a...

  4. Changing resource management paradigms, traditional ecological knowledge, and non-timber forest products

    Treesearch

    Iain J. Davidson-Hunt; Fikret Berkes

    2001-01-01

    We begin this paper by exploring the shift now occurring in the science that provides the theoretical basis for resource management practice. The concepts of traditional ecological knowledge and traditional management systems are presented next to provide the background for an examination of resilient landscapes that emerge through the work and play of humans. These...

  5. A Cross-Cultural Investigation of Human Performance Technology Interventions

    ERIC Educational Resources Information Center

    Vadivelu, Ramaswamy N.

    2010-01-01

    Human Performance Technology (HPT) is a field of practice that has evolved from advancements in organizational development, instructional design, strategic human resource management and cognitive psychology. As globalization and trends like outsourcing and off-shoring start to dominate the way organizations grow, HPT practitioners are managing the…

  6. Getting Alice through the door: social science research and natural resource management

    Treesearch

    Alan W. Ewert

    1995-01-01

    A number of trends are altering the role of science in natural resource management. These trends include the growing political power of science, the recognition that most natural resource problems are extremely complex and not prone to uni-dimensional solutions, and the increasing need to integrate an understanding of the human component into the planning and decision-...

  7. National Center for Farmworker Health

    MedlinePlus

    ... Access Data Health Centers Population Estimates Resources Performance Management & Governance Tool Box > Administrative Governance Human Resources Needs Assessment Service Delivery Emergency Preparedness Call for ...

  8. Water and society: Interdisciplinary education in natural resources

    USDA-ARS?s Scientific Manuscript database

    Natural resource management and education must account for both the natural and human components of a complex system, yet examples of such interdisciplinary approaches are still relatively rare, especially in education. This study discusses a graduate seminar on water management, developed from an i...

  9. Creating conversation around habitat restoration through boundary work in the St. Louis River, Duluth, MN

    EPA Science Inventory

    Closing the gaps between scientific research, human well-being and natural resource management requires the use of boundary work to facilitate translation among scientists, resource managers, and the community. Boundary work encompasses the methods, organizations, concepts, and o...

  10. 75 FR 59704 - Office of Management; Performance Review Board Membership

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-09-28

    ... FURTHER INFORMATION CONTACT: Mary Beth Pultz, Director, Executive Resources Team, Human Resources Services... DEPARTMENT OF EDUCATION Office of Management; Performance Review Board Membership AGENCY... Department of Education for 2010 is composed of career and non-career senior executives. The PRB reviews and...

  11. Special Issue: Book Reviews. Resources for Career Management, Counseling, Training and Development.

    ERIC Educational Resources Information Center

    Horvath, Clara, Ed.; And Others

    1995-01-01

    This special issue includes reviews of 32 books on the following topics: management, human resources, and organizational development; career counseling, guidance, and assessment; job search; resumes; careers in specific fields; careers for special populations; career transitions; and finding balance. (SK)

  12. Images of Leadership and their Effect Upon School Principals' Performance

    NASA Astrophysics Data System (ADS)

    Gaziel, Haim

    2003-09-01

    The purpose of the present study is to identify how school principals perceive their world and how their perceptions influence their effectiveness as managers and leaders. The principals' views of their world were categorised into four different metaphorical ways of describing the workings of organisations: (1) the structural model (organisations as machines); (2) the human-resource model (organisations as organisms); (3) the political model (organisations as political systems); (4) the symbolic model (organisations as cultural patterns and clusters of myths and symbols). The results reveal that the best predictors of school principals' effectiveness as managers, according to their own assessments and teachers' reports, are the structural and human resource models, while the best predictors of effective leadership are the political and human-resource models.

  13. Strategic Management of Human Capital in Education: Improving Instructional Practice and Student Learning in Schools

    ERIC Educational Resources Information Center

    Odden, Allan R.

    2011-01-01

    "Strategic Management of Human Capital in Education" offers a comprehensive and strategic approach to address what has become labeled as "talent and human capital." Grounded in extensive research and examples of leading edge districts, this book shows how the entire human resource system in schools--from recruitment, to selection/placement,…

  14. 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…

  15. Land use change around protected areas: management to balance human needs and ecological function.

    PubMed

    DeFries, Ruth; Hansen, Andrew; Turner, B L; Reid, Robin; Liu, Jianguo

    2007-06-01

    Protected areas throughout the world are key for conserving biodiversity, and land use is key for providing food, fiber, and other ecosystem services essential for human sustenance. As land use change isolates protected areas from their surrounding landscapes, the challenge is to identify management opportunities that maintain ecological function while minimizing restrictions on human land use. Building on the case studies in this Invited Feature and on ecological principles, we identify opportunities for regional land management that maintain both ecological function in protected areas and human land use options, including preserving crucial habitats and migration corridors, and reducing dependence of local human populations on protected area resources. Identification of appropriate and effective management opportunities depends on clear definitions of: (1) the biodiversity attributes of concern; (2) landscape connections to delineate particular locations with strong ecological interactions between the protected area and its surrounding landscape; and (3) socioeconomic dynamics that determine current and future use of land resources in and around the protected area.

  16. 75 FR 77906 - Agency Information Collection Activities: Proposed Collection; Comments Requested: Drug...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-12-14

    ..., Human Resources Division, Drug Enforcement Administration, 8701 Morrissette Drive, Springfield, VA 22152... collection: Form number: DEA Form 341. Component: Human Resources Division, Drug Enforcement Administration... Administration (DEA), will be submitting the following information collection request to the Office of Management...

  17. 5 CFR 9701.351 - Setting an employee's starting pay.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Setting an employee's starting pay. 9701.351 Section 9701.351 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES... SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Pay Administration § 9701.351 Setting...

  18. Coast Guard Strategic Management: Law Enforcement in the 1990s

    DTIC Science & Technology

    1990-06-01

    inherently linked to policy. As Wildavsky states, "budgeting is concerned with translating financial resources into human purposes," and a budget is "a link...between financial resources and human behavior in order to accomplish policy objectives...a series of goals with price tags attached." (Ref. 26:p. 2... financial resources and human behavior in accomplishing policy objec- tives." [Ref. 26:p. 2] 71 There is often a tendency for budgeting to drive out

  19. Strategic Management for Organizational Effectiveness. The Effect of Human Resource Planning on Retention and Related Issues. Volume 3.

    DTIC Science & Technology

    1984-12-01

    Koolhaas, Jan. Organization Dissonance and Change. New York: Wiley, 1982. Kotler , Philip . Marketing Management: Analysis. Plannin2. and Control. 5th...Employment Relationship." Econometrica, 1951, 19, 293-305. Slater, Philip E. "Some Social Consequences of Temporary Systems." in W.G. Bennis and P.E...and Philip W. Yetton. Leadershin and Decision Making. Pittsburgh: University of Pittsburgh Press, 1973. Walker, James W. Human Resource Planning. New

  20. Human Resources in the Library System. Course 2, Study Guide. Final Report, Phase 2, Post-Master's Education for Middle and Upper-Level Personnel in Libraries and Information Centers.

    ERIC Educational Resources Information Center

    Goodman, Charles H.; Stone, Elizabeth W.

    A study guide is presented for a course designed for the continuing education of professional librarians at the level of middle or upper management who find that they need understanding about human resources in the library system beyond that acquired on the job or in previous library education. The course has four units: (1) Management: A Systems…

  1. Determining Optimal Nursing Resources in Relation to Functions During the Oulu University Hospital Nurse Staffing Management Project.

    PubMed

    Liljamo, Pia; Lavander, Päivi; Kejonen, Pirjo

    2016-01-01

    The Oulu University Hospital's staffing management project sought information on the number of nursing staff in relation to treatment days and visits, using existing indicators to describe the activities involved. The retrospective data obtained was compared to human resources and the personnel structure. On this basis an optimal number of staff was determined for the units, taking account of a range of explanatory indicator data. The project made use of the computational model for nurse staffing and the World Health Organisation's (WHO) Workload Indicators of Staffing Need (WISN) method. The project provided extensive information on human resources issues within the units. Its results indicated the differences between wards with respect to the number and structure of resources. In addition, the nurse administrators lacked skills in gathering and using data from administrative datasets. This information will provide support for the further development of nursing operations and nursing management decision-making.

  2. Public participation in water resources management: Restructuring model of upstream Musi watershed

    NASA Astrophysics Data System (ADS)

    Andriani, Yuli; Zagloel, T. Yuri M.; Koestoer, R. H.; Suparmoko, M.

    2017-11-01

    Water is the source of life needed by living things. Human as one of living most in needs of water. Because the population growth follows the geometrical progression, while the natural resource increases calculates the arithmetic. Humans besides needing water also need land for shelter and for their livelihood needs, such as gardening or rice farmers. If the water absorption area is reduced, water availability will decrease. Therefore it is necessary to conduct an in-depth study of water resources management involving the community. The purpose of this study is to analyze community participation in water resources management, so that its availability can still meet the needs of living and sustainable. The method that used the level of community participation according to Arstein theory. The results obtained that community participation is at the level of partnership and power delegation. This level of participation is at the level of participation that determines the sustainability of water resources for present and future generations.

  3. Leadership capabilities of physiotherapy leaders in Ireland: Part 1 physiotherapy managers.

    PubMed

    McGowan, Emer; Elliott, Naomi; Stokes, Emma

    2018-05-07

    Investigation of the leadership capabilities of physiotherapists is needed to allow understanding of current leadership practice and to enable appropriate training programs to be developed. To explore physiotherapy managers´ perceptions of their leadership capabilities. Semi-structured interviews were conducted with a purposive sample of 18 physiotherapy managers from a range of public services and private practices in Ireland. The interviews were analyzed using template analysis and the coding template was based on the Bolman and Deal Leadership framework which details four leadership frames: structural, human resource, political, and symbolic. The physiotherapy managers described demonstrating leadership capabilities associated with each of the four leadership frames. However, the language used by the physiotherapy managers suggested that they work predominantly through the structural and human resource frames. The employment of capabilities associated with the political frame varied between participants; some participants described working through this frame while others reported difficulties. The symbolic frame was underused; there were fewer examples given of capabilities such as communicating their vision, demonstrating passion and facilitating a positive workplace culture. Physiotherapy managers work predominantly through the structural and human resource frames. To successfully meet the leadership requirements of their roles physiotherapy managers may benefit from specific leadership development training to develop leadership capabilities in the political and symbolic frames.

  4. Ancient Approaches to the Age-old Problem of Water - How Archaeology Can Contribute to the Water Management Discourse of Socio-Hydrology

    NASA Astrophysics Data System (ADS)

    Egerer, Kyle

    2017-04-01

    As "the study of old things", archaeology is concerned with material remnants of the human past. At first glance, archaeology may not appear to align well with the purpose of socio-hydrology. Archaeologists attempt to understand past society by analyzing the materials and architecture that provide them with evidence of how people lived and organized their lives. One aspiration of doing so is to gain a contextualized perspective of how contemporary society became the way it is. Human interaction with water is recorded - among other forms of material evidence - in forms of infrastructure and architecture that people construct to control water's flow and preserve this life-supporting resource in times of human need. Building structures, such as water canals or reservoirs, represent society's endeavor to reconcile nature's incalculable influence on society while subtly revealing humanity's penetration into the natural hydrological cycle. Thus, a bi-directional - or reciprocal - relationship between society and nature exists. Socio-hydrological approaches to water management also attempt to understand this relationship. This contribution introduces an archaeological example of how to conceptualize the human-nature dynamic that can be used to understand the socio-political aspects that envelope water management. To evaluate how the Hittite civilization of Late Bronze Age Anatolia (ca. 1600-1200 B.C.) controlled water resources, the author adopts a socio-ecological approach informed by theories of socio-cultural memory and geomorphological analysis. Critical assessment of Hittite written and cultural evidence are compared with hydraulic infrastructure installations to determine how the Hittites used knowledge of their physical landscape to their advantage. In doing so, a framework for interpreting water management practices is formulated that indicates that solutions to water collection and storage were case-based and highly contextualized. Furthermore, legitimate congruencies between archaeology, socio-hydrology and methodologies of integrated water resource management (IWRM) are presented. This primary research ultimately attempts to ameliorate the theoretical and methodological incongruences of such a highly interdisciplinary field such as socio-hydrology. This approach will fuel a debate within the IWRM discipline about how an archaeological approach for analyzing water management strategies of the past can be used in modern water-management-related issues that encompass human-infrastructural, human-irrigational and human-agricultural systems. Keywords: Socio-hydrology, Bronze Age Archaeology of Anatolia, Hittites, Water Management, Integrated Water Resource Management, Socio-cultural Memory, Perception, Phenomenology, Vulnerability, Human-environment dynamics

  5. Creating conversation around habitat restoration through boundary work in the St. Louis River, Duluth, MN (presentation)

    EPA Science Inventory

    Closing the gaps between scientific research, human well-being and natural resource management requires the use of boundary work to facilitate translation among scientists, resource managers, and the community. Boundary work encompasses the methods, organizations, concepts, and o...

  6. 5 CFR 9901.223 - Appeal to DoD for review of classification decisions.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... RESOURCES MANAGEMENT AND LABOR RELATIONS SYSTEMS (DEPARTMENT OF DEFENSE-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF DEFENSE NATIONAL SECURITY PERSONNEL SYSTEM (NSPS) Classification Classification Process § 9901... process. (1) Employee appeals to DoD must be submitted through the employee's servicing Human Resources...

  7. 36 CFR 290.3 - Nomination, evaluation, and designation of significant caves.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ..., DEPARTMENT OF AGRICULTURE CAVE RESOURCES MANAGEMENT § 290.3 Nomination, evaluation, and designation of... humans, biota, or development of cave resources. (5) Recreational. The cave provides or could provide... consultation with individuals and organizations interested in the management and use of caves and cave...

  8. Cong. Dir. 106th - CONTENTS

    Code of Federal Regulations, 2010 CFR

    2000-10-01

    ... Natural Resources 358 Subcommittees: Energy Research, Development, Production and Regulation... 358... Commodities, Resource Conservation and Credit 388 Livestock and Horticulture 388 Risk Management, Research... Service 407 Criminal Justice, Drug Policy and Human Resources......... 407 District of Columbia 408...

  9. The quantification of instream flow rights to water

    USGS Publications Warehouse

    Milhous, Robert T.

    1990-01-01

    Energy development of all types continues to grow in the Rocky Mountain Region of the western United States. Federal resource managers increasingly need to balance energy demands, their effects on the natural and human landscape, and public perceptions towards these issues. The Western Energy Citation Clearinghouse (WECC v.1.0), part of a suite of data and information management tools developed and managed by the Wyoming Landscape Conservation Initiative (WLCI), provides resource managers with a searchable online database of citations that covers a broad spectrum of energy and landscape related topics relevant to resource managers, such as energy sources, natural and human landscape effects, and new research, methods and models. Based on the 2011 USGS Open-file Report "Abbreviated bibliography on energy development" (Montag, et al. 2011), WECC is an extensive collection of energy-related citations, as well as categorized lists of additional online resources related to oil and gas development, best practices, energy companies and Federal agencies. WECC incorporates the powerful web services of Sciencebase 2.0, the enterprise data and information platform for USGS scientists and partners, to provide secure, role-based data management features. For example, public/unauthenticated WECC users have full search and read access to the entire energy citation collection, while authenticated WLCI data stewards can manage WECC's citation collection using Sciencebase data management forms.

  10. The use of an integrated variable fuzzy sets in water resources management

    NASA Astrophysics Data System (ADS)

    Qiu, Qingtai; Liu, Jia; Li, Chuanzhe; Yu, Xinzhe; Wang, Yang

    2018-06-01

    Based on the evaluation of the present situation of water resources and the development of water conservancy projects and social economy, optimal allocation of regional water resources presents an increasing need in the water resources management. Meanwhile it is also the most effective way to promote the harmonic relationship between human and water. In view of the own limitations of the traditional evaluations of which always choose a single index model using in optimal allocation of regional water resources, on the basis of the theory of variable fuzzy sets (VFS) and system dynamics (SD), an integrated variable fuzzy sets model (IVFS) is proposed to address dynamically complex problems in regional water resources management in this paper. The model is applied to evaluate the level of the optimal allocation of regional water resources of Zoucheng in China. Results show that the level of allocation schemes of water resources ranging from 2.5 to 3.5, generally showing a trend of lower level. To achieve optimal regional management of water resources, this model conveys a certain degree of accessing water resources management, which prominently improve the authentic assessment of water resources management by using the eigenvector of level H.

  11. 30 CFR 250.101 - Authority and applicability.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... mineral resources of the OCS to: (1) Make resources available to meet the Nation's energy needs; (2) Balance orderly energy resource development with protection of the human, marine, and coastal environments... 250.101 Mineral Resources BUREAU OF OCEAN ENERGY MANAGEMENT, REGULATION, AND ENFORCEMENT, DEPARTMENT...

  12. Cockpit resources management and the theory of the situation

    NASA Technical Reports Server (NTRS)

    Bolman, L.

    1984-01-01

    The cockpit resource management (CRM) and hypothetical cockpit situations are discussed. Four different conditions which influence pilot action are outlined: (1) wrong assumptions about a situation; (2) stress and workload; (3) frustration and delays to cause risk taking; and (4) ambigious incomplete or contradicting information. Human factors and behavior, and pilot communication and management in the simulator are outlined.

  13. [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.

  14. 30 CFR 585.606 - What must I demonstrate in my SAP?

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... Section 585.606 Mineral Resources BUREAU OF OCEAN ENERGY MANAGEMENT, DEPARTMENT OF THE INTERIOR OFFSHORE RENEWABLE ENERGY AND ALTERNATE USES OF EXISTING FACILITIES ON THE OUTER CONTINENTAL SHELF Plans and... natural resources; life (including human and wildlife); property; the marine, coastal, or human...

  15. 30 CFR 585.606 - What must I demonstrate in my SAP?

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... Section 585.606 Mineral Resources BUREAU OF OCEAN ENERGY MANAGEMENT, DEPARTMENT OF THE INTERIOR OFFSHORE RENEWABLE ENERGY AND ALTERNATE USES OF EXISTING FACILITIES ON THE OUTER CONTINENTAL SHELF Plans and... natural resources; life (including human and wildlife); property; the marine, coastal, or human...

  16. 30 CFR 585.606 - What must I demonstrate in my SAP?

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... Section 585.606 Mineral Resources BUREAU OF OCEAN ENERGY MANAGEMENT, DEPARTMENT OF THE INTERIOR OFFSHORE RENEWABLE ENERGY AND ALTERNATE USES OF EXISTING FACILITIES ON THE OUTER CONTINENTAL SHELF Plans and... natural resources; life (including human and wildlife); property; the marine, coastal, or human...

  17. 30 CFR 585.621 - What must I demonstrate in my COP?

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... Section 585.621 Mineral Resources BUREAU OF OCEAN ENERGY MANAGEMENT, DEPARTMENT OF THE INTERIOR OFFSHORE RENEWABLE ENERGY AND ALTERNATE USES OF EXISTING FACILITIES ON THE OUTER CONTINENTAL SHELF Plans and... natural resources; life (including human and wildlife); property; the marine, coastal, or human...

  18. 30 CFR 585.621 - What must I demonstrate in my COP?

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... Section 585.621 Mineral Resources BUREAU OF OCEAN ENERGY MANAGEMENT, DEPARTMENT OF THE INTERIOR OFFSHORE RENEWABLE ENERGY AND ALTERNATE USES OF EXISTING FACILITIES ON THE OUTER CONTINENTAL SHELF Plans and... natural resources; life (including human and wildlife); property; the marine, coastal, or human...

  19. 30 CFR 585.621 - What must I demonstrate in my COP?

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... Section 585.621 Mineral Resources BUREAU OF OCEAN ENERGY MANAGEMENT, DEPARTMENT OF THE INTERIOR OFFSHORE RENEWABLE ENERGY AND ALTERNATE USES OF EXISTING FACILITIES ON THE OUTER CONTINENTAL SHELF Plans and... natural resources; life (including human and wildlife); property; the marine, coastal, or human...

  20. 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;…

  1. Human Resource Development: An Examination of Perceived Training Needs of Certified Rehabilitation Counselors.

    ERIC Educational Resources Information Center

    Szymanski, Edna Mora; And Others

    1993-01-01

    Investigated human resource development needs of certified rehabilitation counselors (n=1,535). Counselors reported development needs in vocational services; medical/psychosocial aspects; case management/services; and social, cultural, and environmental issues. Significant differences in development needs were found across job levels, job…

  2. 76 FR 64072 - Membership of the Bureau of Industry and Security Performance Review Board

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-10-17

    ...: Ruthie B. Stewart, Department of Commerce Human Resources Operations Center (DOCHROC), Office of Staffing..., and Classification, Department of Commerce Human Resources Operations Center. [FR Doc. 2011-26740... the appointing authority on other performance management issues, such as pay adjustments, bonuses and...

  3. 5 CFR 9701.346 - Pay progression for new supervisors.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Pay progression for new supervisors. 9701.346 Section 9701.346 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES... SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Performance-Based Pay § 9701.346 Pay...

  4. The Human Dimensions of Riparian Areas: Implications for Management and Planning

    Treesearch

    John F. Dwyer; Pamela J. Jakes; Susan C. Barro

    2000-01-01

    This chapter introduces an important dimension in building our understanding of how riparian systems function -- people. The human dimensions of natural resource management concerns how people value and interact with these ecosystems, their processes and functions. People as users, managers, owners, or involved citizens are integral components of riparian ecosystems...

  5. Guidelines for Preventing Workplace Violence for Health Care and Social Service Workers

    DTIC Science & Technology

    1998-01-01

    commitment, including the endorse- ment and visible involvement of top management , provides the motivation and resources to deal effec- tively with workplace...program to ensure that all managers , supervisors, and employ- ees understand their obligations. • Appropriate allocation of authority and resources to...operations, employee assistance, security, occupational safety and health, legal, and human resources staff. The team or coordinator can review injury

  6. The impact of earth resources exploration from space

    NASA Technical Reports Server (NTRS)

    Nordberg, W.

    1976-01-01

    Remote sensing of the earth from satellite systems such as Landsat, Nimbus, and Skylab has demonstrated the potential influence of such observations on a number of major human concerns. These concerns include the management of food, water and fiber resources, the exploration and management of mineral and energy resources, the protection of the environment, the protection of life and property, and improvements in shipping and navigation.

  7. 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, management, and development. KHWIS data have impacted a range of improvements in health worker regulation, human resources management, and workforce policy and planning at Kenya's ministries of health. Published by Elsevier Ireland Ltd.

  8. Threshold concepts: implications for the management of natural resources

    USGS Publications Warehouse

    Guntenspergen, Glenn R.; Gross, John

    2014-01-01

    Threshold concepts can have broad relevance in natural resource management. However, the concept of ecological thresholds has not been widely incorporated or adopted in management goals. This largely stems from the uncertainty revolving around threshold levels and the post hoc analyses that have generally been used to identify them. Natural resource managers have a need for new tools and approaches that will help them assess the existence and detection of conditions that demand management actions. Recognition of additional threshold concepts include: utility thresholds (which are based on human values about ecological systems) and decision thresholds (which reflect management objectives and values and include ecological knowledge about a system) as well as ecological thresholds. All of these concepts provide a framework for considering the use of threshold concepts in natural resource decision making.

  9. Hospital management principles applicable to the veterinary teaching hospital.

    PubMed

    Harris, Donna L; Lloyd, James W; Marrinan, Mike

    2004-01-01

    The Skills, Knowledge, Aptitude, and Attitude (SKA) Subcommittee of the National Commission on Veterinary Economic Issues (NCVEI) has identified the need for veterinary teaching hospitals (VTH) to be at the forefront of progressive business management to serve as a model for both students and practitioners to emulate. To provide a foundation for developing a model, this study reviewed pertinent literature applicable to the management of a VTH. Much of the literature relevant to VTH management relates to work completed for the human side of medicine (academic health centers, or AHCs) or to the private sector. This review explores management practices in strategic planning, financial management, human resource management, marketing, pricing, operations, and legal issues. It is concluded that strategic management is important to provide the foundation for success in the VTH. In addition, periodic financial reports are recommended, as are the development and use of benchmarks for financial management. Establishing positive, motivating human resource practices is also suggested, along with development of a marketing plan based on a clear understanding of VTH core competencies and the market's specific needs.

  10. Librarians' Perspectives on the Factors Influencing Research Data Management Programs

    ERIC Educational Resources Information Center

    Faniel, Ixchel M.; Connaway, Lynn Silipigni

    2018-01-01

    This qualitative research study examines librarians' research data management (RDM) experiences, specifically the factors that influence their ability to support researchers' needs. Findings from interviews with 36 academic library professionals in the United States identify 5 factors of influence: (1) technical resources; (2) human resources; (3)…

  11. Idaho National Laboratory Cultural Resource Management Annual Report FY 2006

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

    Clayton F. Marler; Julie Braun; Hollie Gilbert

    2007-04-01

    The Idaho National Laboratory Site is home to vast numbers and a wide variety of important cultural resources representing at least a 13,500-year span of human occupation in the region. As a federal agency, the Department of Energy Idaho Operations Office has legal responsibility for the management and protection of those resources and has delegated these responsibilities to its primary contractor, Battelle Energy Alliance (BEA). The INL Cultural Resource Management Office, staffed by BEA professionals, is committed to maintaining a cultural resource management program that accepts these challenges in a manner reflecting the resources’ importance in local, regional, and nationalmore » history. This annual report summarizes activities performed by the INL Cultural Resource Management Office staff during Fiscal Year 2006. This work is diverse, far-reaching and though generally confined to INL cultural resource compliance, also includes a myriad of professional and voluntary community activities. This document is intended to be both informative to internal and external stakeholders, and to serve as a planning tool for future cultural resource management work to be conducted on the INL.« less

  12. Proceedings of the second symposium on social aspects and recreation research, February 23-25, 1994, San Diego, California

    Treesearch

    Deborah J. Chavez

    1995-01-01

    Examination of natural resources often leaves out one important component-the human element. To enable resource managers and researchers to exchange information and ideas about the human dimensions of natural resources, the second Symposium on Social Aspects and Recreation Research was held February 23-25, 1994, in San Diego, California. The format of the symposium...

  13. Draft Environmental Impact Statement (DEIS) for the Closure (Withdrawal of Units) of Norton Air Force Base, California

    DTIC Science & Technology

    1989-11-01

    Resources .............................. 3-27 3.3.2 Threatened and Endangered Species ............................. 3-27 3.4 Human Environment...Wildlife Resources .............................. 4-7 4.2.2 Threatened and Endangered Species ............................. 4-8 4.3 Human Environment...their resource management effectiveness. Relo- ’- cating the center from Norton AFB to Kirtland AFB allos consolidation with the MEXICO AFISC Directorate

  14. Human resource management practices in a medical complex in the Eastern Cape, South Africa: assessing their impact on the retention of doctors.

    PubMed

    Longmore, Bruce; Ronnie, Linda

    2014-03-26

    Human resource management (HRM) practices have the potential to influence the retention of doctors in the public health sector. To explore the key human resource (HR) practices affecting doctors in a medical complex in the Eastern Cape, South Africa. We used an open-ended questionnaire to gather data from 75 doctors in this setting. The most important HR practices were paying salaries on time and accurately, the management of documentation, communication, HR staff showing that they respected and valued the doctors, and reimbursement for conferences and special leave requests. All these practices were judged to be poorly administered. Essential HR characteristics were ranked in the following order: task competence of HR staff, accountability, general HR efficiency, occupation-specific dispensation adjustments and performance management and development system efficiency, and availability of HR staff. All these characteristics were judged to be poor. HRM practices in this Eastern Cape medical complex were inadequate and a source of frustration. This lack of efficiency could lead to further problems with regard to retaining doctors in public sector service.

  15. Employee Spirituality in the Workplace: A Cross-Cultural View for the Management of Spiritual Employees.

    ERIC Educational Resources Information Center

    Lewis, Jeffrey S.; Geroy, Gary D.

    2000-01-01

    Discusses six entry points to initiate discussion of employee spirituality in management education: cross-cultural management, workplace diversity, leadership, team management, organizational culture, and human resource development. (SK)

  16. Klamath Basin: A Watershed Approach to Support Habitat Restoration, Species Recovery, and Water Resource Planning

    USGS Publications Warehouse

    VanderKooi, S.P.; Thorsteinson, L.

    2007-01-01

    Water allocation among human and natural resource uses in the American West is challenging. Western rivers have been largely managed for hydropower, irrigation, drinking water, and navigation. Today land and water use practices have gained importance, particularly as aging dams are faced with re-licensing requirements and provisions of the Endangered Species and Clean Water Acts. Rising demand for scarce water heightens the need for scientific research to predict consequences of management actions on habitats, human resource use, and fish and wildlife. Climate change, introduction of invasive species, or restoration of fish passage can have large, landscape-scaled consequences - research must expand to encompass the appropriate scale and by applying multiple scientific disciplines to complex ecosystem challenges improve the adaptive management framework for decision-making.

  17. Innovative Surveillance and Risk Reduction Systems for Family Maltreatment, Suicidality, and Substance Problems in the USAF

    DTIC Science & Technology

    2006-03-01

    suicidality, and alcohol/drug problems. Managing risk and increasing resilience in military human resources (i.e., “Force Health Protection”) is a top...problems. Managing risk and increasing resilience in military human resources (i.e., “Force Health Protection”) is a top priority for DoD and Armed...Behavioral Health representatives, as well as at AF- IDS meetings. 4 Wave 1 Bases (Tyndall AFB, Barksdale AFB, Shaw AFB) The primary purpose of

  18. Human Resources in the Library System. Course 2, Leader's Handbook, Part 1: Designs for Learning. Final Report, Phase 2, Post-Master's Education for Middle and Upper-Level Personnel in Libraries and Information Centers.

    ERIC Educational Resources Information Center

    Goodman, Charles H.; Stone, Elizabeth W.

    A leader's handbook is presented for a course designed for the continuing education of professional librarians at the level of middle or upper management who find that they need understanding about human resources in the library system beyond that acquired on the job or in previous library education. The course has four units: (1) Management: A…

  19. Management Development in Hospitality and Tourism.

    ERIC Educational Resources Information Center

    Teare, Richard, Ed.; And Others

    1990-01-01

    A theme issue devoted to management development in hospitality and tourism includes nine articles on assessing human resource needs and priorities, management development and training, preparing managers, curriculum design, supervised work experience, manager role, and the current business environment. (JOW)

  20. Allocation of health resources according to the type and size of Iranian governmental hospitals.

    PubMed

    Hassani, Sa; Abolhallaje, M; Inanlo, S; Hosseini, H; Pourmohammadi, K; Bastani, P; Ramezanian, M; Marnani, A Barati

    2013-01-01

    Due to consuming about 50%-80% of health resources, hospitals are the greatest and costly operational units in Iranian Health system. so allocation of resources specially human and space resources as the most expensive ones is really important for further controlling of costs, analysis of costs and making suitable policies for increasing the profitability and allocation of resources and improvement of quality. This paper intends to describe and analyze any allocation of resources in 530 university hospitals in Iran. The final goal of this research is to provide a data bank according which there is a basis for more scientific budget allocation of state's hospitals from the size and type of application points of view. The relevant index of person to bed was 2.04 for human resources. All hospitals more than 300 beds are located in benefiting areas from which 17 cases are educational and 2 cases are therapeutic. This is necessary to mention that the rate of management group forces to total personnel at deprived areas is about 2.5% more than benefiting areas. Because 60-80% of hospital costs are applied for human forces, all managers of hospitals are obliged to revise their policies in attraction and employment of human force in order to benefit from such a valuable resource and prevent from expensive costs. So any employment of personnel should be based upon real needs of hospital.

  1. 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,…

  2. Diversity in the Workplace [in HRD].

    ERIC Educational Resources Information Center

    1995

    These four papers are from a symposium that was facilitated by Laura Bierema at the 1995 conference of the Academy of Human Resource Development (HRD). "The Status of Valuing and Managing Diversity in Fortune 500 Manufacturing and Fortune 500 Service Organizations: Perceptions of Top Human Resource Professionals" (Sandra J. Johnson) reports a…

  3. 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…

  4. 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…

  5. Academy of Human Resource Development Conference Proceedings (San Antonio, Texas, March 3-6, 1994).

    ERIC Educational Resources Information Center

    Brooks, Annie, Ed.; Watkins, Karen, Ed.

    This document contains the following 26 papers presented at the first Academy of Human Resource Development (HRD) Conference: "Management as a Service to Internal Customers" (Antonioni); "Developing Texas State Agency Executives for the Learning Organizations" (Bales); "How Executive Businesswomen Develop and Function in…

  6. 45 CFR 1336.64 - Development of goals and strategies: Responsibilities of the Loan Administrator.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... Welfare (Continued) OFFICE OF HUMAN DEVELOPMENT SERVICES, DEPARTMENT OF HEALTH AND HUMAN SERVICES THE... availability of business capital; (4) Local resources for economic development and their availability; and (5... institutions; (5) Capital Base Management Strategy: to develop and allocate the financial resources of the fund...

  7. 45 CFR 1336.64 - Development of goals and strategies: Responsibilities of the Loan Administrator.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... Welfare (Continued) OFFICE OF HUMAN DEVELOPMENT SERVICES, DEPARTMENT OF HEALTH AND HUMAN SERVICES THE... availability of business capital; (4) Local resources for economic development and their availability; and (5... institutions; (5) Capital Base Management Strategy: to develop and allocate the financial resources of the fund...

  8. 45 CFR 1336.64 - Development of goals and strategies: Responsibilities of the Loan Administrator.

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... Welfare (Continued) OFFICE OF HUMAN DEVELOPMENT SERVICES, DEPARTMENT OF HEALTH AND HUMAN SERVICES THE... availability of business capital; (4) Local resources for economic development and their availability; and (5... institutions; (5) Capital Base Management Strategy: to develop and allocate the financial resources of the fund...

  9. 45 CFR 1336.64 - Development of goals and strategies: Responsibilities of the Loan Administrator.

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... Welfare (Continued) OFFICE OF HUMAN DEVELOPMENT SERVICES, DEPARTMENT OF HEALTH AND HUMAN SERVICES THE... availability of business capital; (4) Local resources for economic development and their availability; and (5... institutions; (5) Capital Base Management Strategy: to develop and allocate the financial resources of the fund...

  10. An Exploratory Study of the Role of the Human Resource Information System Professional

    ERIC Educational Resources Information Center

    Bradley, Sapora L.

    2017-01-01

    The increasing implementation of technology applications into the workplace has substantiated the need for adept professionals who can manage HR technology for employees and provide data about the organization. For some companies, these professionals are found within the human resources department. These information systems professionals combine…

  11. SHRM Work & Family Survey Report, 1992.

    ERIC Educational Resources Information Center

    Society for Human Resource Management, Alexandria, VA.

    In March 1992, a random sample of 5,600 human resource professionals was selected from the membership of the Society for Human Resource Management (SHRM) and surveyed regarding family issues in the workplace. Respondents were asked to provide information on the size and other characteristics of their organization and workplace practices, and were…

  12. 75 FR 79068 - 60-Day Notice of Proposed Information Collection: Form- DS-1950, Department of State Application...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-12-17

    ... a currently approved collection. Originating Office: Bureau of Human Resources, Office of.... Moore, Bureau of Human Resources, Recruitment Division, Student Programs, U.S. Department of State... of request for public comments. SUMMARY: The Department of State is seeking Office of Management and...

  13. 77 FR 64796 - Membership of the Bureau of Industry and Security Performance Review Board

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-10-23

    ...: Ruthie B. Stewart, Department of Commerce Human Resources Operations Center (DOCHROC), Office of Staffing... Classification, Department of Commerce Human Resources Operations Center. [FR Doc. 2012-26062 Filed 10-22-12; 8... the appointing authority on other performance management issues, such as pay adjustments, bonuses and...

  14. 76 FR 66043 - Membership of the National Telecommunications and Information Administration's Performance Review...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-10-25

    ... Human Resources Operations Center (DOCHROC), Office of Staffing, Recruitment, and Classification..., Career SES. Karl B. Nebbia, Associate Administrator for Spectrum Management, Career SES. Alan W. Vincent... Commerce Human Resources Operations Center. [FR Doc. 2011-27486 Filed 10-24-11; 8:45 am] BILLING CODE 3510...

  15. 76 FR 64075 - Membership of the National Telecommunications and Information Administration's Performance Review...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-10-17

    ... Human Resources Operations Center (DOCHROC), Office of Staffing, Recruitment, and Classification.... Karl B. Nebbia, Associate Administrator for Spectrum Management, Career SES. Alan W. Vincent, Associate... Human Resources Operations Center. [FR Doc. 2011-26736 Filed 10-14-11; 8:45 am] BILLING CODE 3510-25-P ...

  16. 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.…

  17. HRD Issues in Asia.

    ERIC Educational Resources Information Center

    1998

    This document contains four papers from a symposium on human resource development (HRD) issues in Asia. "The Japanese Human Resource Development System" (Kiyoe Harada) provides a comprehensive model of the Japanese HRD system based on the current state of the art, including management practices and issues and trends in Japanese HRD.…

  18. Cross-Cultural HRD.

    ERIC Educational Resources Information Center

    1995

    These five papers are from a symposium that was facilitated by David C. Bjorkquist on cross-cultural human resource development (HRD) at the 1995 Academy of Human Resource Development conference. "Developing Managers for Overseas Assignments in the Pacific Rim: A Study of International HRD Issues in Singapore" (A. Ahad M. Osman-Gani,…

  19. Sustainability or Collapse: Interplay Between Decadal Climate Variability and Human Activities Matters

    NASA Astrophysics Data System (ADS)

    Lu, Y.; Hu, H.; Tian, F.

    2016-12-01

    The Aral Sea Crisis and the deterioration of Tarim River Basin are representative cases of emergent water deficit problems in arid areas. Comparing cases of water deficit problems in different regions and considering the in the perspective of socio-hydrology is helpful to obtain guidance on integrated management of arid area basins. Analyzing the interplay between decadal climate variability and human activities in both basins, the important role of human activities is observed. Decadal climate variability tempts people to adapt fast to increasing water resources and slowly to decreasing water resources, while using unsustainable technical measures to offset water shortage. Due to this asymmetry the situation deteriorates with technically enhanced capabilities of societies to exploit water resources, and more integrated long-term management capacity is in high demand.

  20. From strategy to action: how top managers' support increases middle managers' commitment to innovation implementation in health care organizations.

    PubMed

    Birken, Sarah A; Lee, Shoou-Yih Daniel; Weiner, Bryan J; Chin, Marshall H; Chiu, Michael; Schaefer, Cynthia T

    2015-01-01

    Evidence suggests that top managers' support influences middle managers' commitment to innovation implementation. What remains unclear is how top managers' support influences middle managers' commitment. Results may be used to improve dismal rates of innovation implementation. We used a mixed-method sequential design. We surveyed (n = 120) and interviewed (n = 16) middle managers implementing an innovation intended to reduce health disparities in 120 U.S. health centers to assess whether top managers' support directly influences middle managers' commitment; by allocating implementation policies and practices; or by moderating the influence of implementation policies and practices on middle managers' commitment. For quantitative analyses, multivariable regression assessed direct and moderated effects; a mediation model assessed mediating effects. We used template analysis to assess qualitative data. We found support for each hypothesized relationship: Results suggest that top managers increase middle managers' commitment by directly conveying to middle managers that innovation implementation is an organizational priority (β = 0.37, p = .09); allocating implementation policies and practices including performance reviews, human resources, training, and funding (bootstrapped estimate for performance reviews = 0.09; 95% confidence interval [0.03, 0.17]); and encouraging middle managers to leverage performance reviews and human resources to achieve innovation implementation. Top managers can demonstrate their support directly by conveying to middle managers that an initiative is an organizational priority, allocating implementation policies and practices such as human resources and funding to facilitate innovation implementation, and convincing middle managers that innovation implementation is possible using available implementation policies and practices. Middle managers may maximize the influence of top managers' support on their commitment by communicating with top managers about what kind of support would be most effective in increasing their commitment to innovation implementation.

  1. Issues that Drive Waste Management Technology Development for Space Missions

    NASA Technical Reports Server (NTRS)

    Fisher, John W.; Levri, Julie A.; Hogan, John A.; Wignarajah, Kanapathipillai

    2005-01-01

    Waste management technologies for space life support systems are currently at low development levels. Manual compaction of waste in plastic bags and overboard disposal to earth return vehicles are the primary current waste management methods. Particularly on future missions, continuance of current waste management methods would tend to expose the crew to waste hazards, forfeit recoverable resources such as water, consume valuable crew time, contaminate planetary surfaces, and risk return to Earth of extraterrestrial life. Improvement of waste management capabilities is needed for adequate management of wastes. Improvements include recovery of water and other resources, conversion of waste to states harmless to humans, long-term containment of wastes, and disposal of waste. Current NASA requirements documents on waste management are generally not highly detailed. More detailed requirements are needed to guide the development of waste management technologies that will adequately manage waste. In addition to satisfying requirements, waste management technologies must also recover resources. Recovery of resources such as water and habitat volume can reduce mission cost. This paper explores the drivers for waste management technology development including requirements and resource recovery.

  2. Leading toward value: the role of strategic human resource management in health system adaptability.

    PubMed

    Garman, Andrew N; Polavarapu, Nandakishor; Grady, Jane C; Canar, W Jeffrey

    2013-01-01

    Personnel costs typically account for 60% or more of total operating expenses in health systems, and as such become a necessary focus in most if not all substantive health reform adaptations. This study sought to assess whether strategic alignment of the human resource (HR) and learning functions was associated with greater adaptive capacity in U.S. health systems. Data were gathered using a survey that was distributed electronically to chief human resource officers from two U.S.-based associations. The survey included questions about organizational structure, strategic human resource management, strategic learning, and organizational response to health reform. Significant correlations were found between strategic alignment of HR and HR's involvement in responses related to cost control (r = 0.46, p < 0.01); quality improvement (r = 0.45, p < 0.01), and patient access (r = 0.39, p < 0.01). However, no significant relationships were found between strategic alignment of organizational learning and HR involvement with these responses. Results suggest that HR structure may affect an organization's capacity for adaptive response. Top-management teams in health systems should consider positioning HR as part of the core leadership team, with a reporting relationship that allows HR to maximally participate in formulating and implementing organizational adaptation.

  3. Assessing social vulnerability to climate change in human communities near public forests and grasslands: a framework for resource managers and planners

    Treesearch

    A. Paige Fischer; Travis Paveglio; Matthew Carroll; Daniel Murphy; Hannah Brenkert-Smith

    2013-01-01

    Public land management agencies have incorporated the concept of vulnerability into protocols for assessing and planning for climate change impacts on public forests and grasslands. However, resource managers and planners have little guidance for how to address the social aspects of vulnerability in these assessments and plans. Failure to assess social vulnerability to...

  4. 5 CFR 9701.404 - Definitions.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF... MANAGEMENT SYSTEM Performance Management § 9701.404 Definitions. In this subpart— Appraisal means the review... under a performance management system for reviewing employee performance. Competencies means the...

  5. 5 CFR 9701.404 - Definitions.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF... MANAGEMENT SYSTEM Performance Management § 9701.404 Definitions. In this subpart— Appraisal means the review... under a performance management system for reviewing employee performance. Competencies means the...

  6. 5 CFR 9701.404 - Definitions.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF... MANAGEMENT SYSTEM Performance Management § 9701.404 Definitions. In this subpart— Appraisal means the review... under a performance management system for reviewing employee performance. Competencies means the...

  7. [The characteristics of public health resources management].

    PubMed

    2011-01-01

    The article analyses the position of human health in the system of social economic relationships. The notion of material and technical resources in health institutions is defined. It is demonstrated that they are characterized by number of health institutions, their structure according levels and stages of medical care provision, costs of fixed assets, their structure and wear. The conceptual characteristics of actual management of public health resources are analyzed.

  8. The Resource Buffer Theory: Connecting the Dots from Conservation to Sustainability

    Treesearch

    Peter E. Black

    2006-01-01

    Review of conservation history and scientific developments helps us understand relationships between humans, environment, and sustainability. Applying “conservation” to natural resources and practical resource management occurred early in the Twentieth Century; practical economic definitions of conservation and natural resource followed. Resource surpluses underpin the...

  9. Managing implementation: roles of line managers, senior managers, and human resource professionals in an occupational health intervention.

    PubMed

    Hasson, Henna; Villaume, Karin; von Thiele Schwarz, Ulrica; Palm, Kristina

    2014-01-01

    To contrast line managers', senior managers', and (human resource) HR professionals' descriptions of their roles, tasks, and possibilities to perform them during the implementation of an occupational health intervention. Interviews with line managers (n = 13), senior managers (n = 7), and HR professionals (n = 9) 6 months after initiation of an occupational health intervention at nine organizations. The groups' roles were described coherently, except for the HR professionals. These roles were seldom performed in practice, and two main reasons appeared: use of individuals' engagement rather than an implementation strategy, and lack of integration of the intervention with other stakeholders and organizational processes. Evaluation of stakeholders' perceptions of each other's and their own roles is important, especially concerning HR professionals. Clear role descriptions and implementation strategies, and aligning an intervention to organizational processes, are crucial for efficient intervention management.

  10. 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.

  11. An Analysis of Human Resource Officers in Support of MPT&E Enterprise Management: A Succession Management Plan for Human Capital Managers

    DTIC Science & Technology

    2007-09-01

    creating incentives to motivate and cultivate an atmosphere of constant progress. This is often referred to as “ kaizen ,” the Japanese concept of...improvement, mainly to jumpstart the moribund Japanese industrial system. Eventually, this gave rise to the kaizen revolution and the concept was quickly

  12. HRD in China.

    ERIC Educational Resources Information Center

    Wigglesworth, David C.

    1981-01-01

    Discusses the Chinese commitment to training and human resource development. Describes a department store, the Chinese Enterprise Management Association, a tool factory, and management development centers. (JOW)

  13. Forest Interpreter's Primer on Fire Management.

    ERIC Educational Resources Information Center

    Zelker, Thomas M.

    Specifically prepared for the use of Forest Service field-based interpreters of the management, protection, and use of forest and range resources and the associated human, cultural, and natural history found on these lands, this book is the second in a series of six primers on the multiple use of forest and range resources. Following an…

  14. Managing HIV at the workplace: An empirical study of HIV and HR managers in Singapore.

    PubMed

    Lim, Vivien K G

    2003-10-01

    Drawing from previous research on individual differences, AIDS, and concerns for face, the author developed and tested a model examining the predictors (knowledge of AIDS transmission, level of homophobia, and concern for face) of AIDS fear and its organizational outcomes (perceived organizational consequences of hiring people living with HIV and attitudes toward disclosure of HIV-related information at the workplace). Data were collected using mail survey. Structural equation modeling was used to examine the relationships among these variables for 160 human resource managers. All of the hypothesized relationships were empirically supported. Implications of the research findings for human resource practices are discussed. 2003 APA

  15. Human resources for health strategies adopted by providers in resource-limited settings to sustain long-term delivery of ART: a mixed-methods study from Uganda.

    PubMed

    Zakumumpa, Henry; Taiwo, Modupe Oladunni; Muganzi, Alex; Ssengooba, Freddie

    2016-10-19

    Human resources for health (HRH) constraints are a major barrier to the sustainability of antiretroviral therapy (ART) scale-up programs in Sub-Saharan Africa. Many prior approaches to HRH constraints have taken a top-down trend of generalized global strategies and policy guidelines. The objective of the study was to examine the human resources for health strategies adopted by front-line providers in Uganda to sustain ART delivery beyond the initial ART scale-up phase between 2004 and 2009. A two-phase mixed-methods approach was adopted. In the first phase, a survey of a nationally representative sample of health facilities (n = 195) across Uganda was conducted. The second phase involved in-depth interviews (n = 36) with ART clinic managers and staff of 6 of the 195 health facilities purposively selected from the first study phase. Quantitative data was analysed based on descriptive statistics, and qualitative data was analysed by coding and thematic analysis. The identified strategies were categorized into five themes: (1) providing monetary and non-monetary incentives to health workers on busy ART clinic days; (2) workload reduction through spacing ART clinic appointments; (3) adopting training workshops in ART management as a motivation strategy for health workers; (4) adopting non-physician-centred staffing models; and (5) devising ART program leadership styles that enhanced health worker commitment. Facility-level strategies for responding to HRH constraints are feasible and can contribute to efforts to increase country ownership of HIV programs in resource-limited settings. Consideration of the human resources for health strategies identified in the study by ART program planners and managers could enhance the long-term sustainment of ART programs by providers in resource-limited settings.

  16. Human Capital Accumulation: The Role of Human Resource Development.

    ERIC Educational Resources Information Center

    Garavan, Thomas N.; Morley, Michael; Gunnigle, Patrick; Collins, Eammon

    2001-01-01

    Presents definitions of intellectual and human capital. Examines human capital from the individual perspective (employability, performance, career development) and organization perspective (investment, ownership, knowledge management). Reviews papers in the theme issue. (Contains 117 references.) (SK)

  17. Operations system administration plan for HANDI 2000 business management system

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

    Adams, D.E.

    The Hanford Data Integration 2000 (HANDI 2000) Project will result in an integrated and comprehensive set of functional applications containing core information necessary to support the Project Hanford Management Contract (PHMC). It is based on the Commercial-Off-The-Shelf (COTS) product solution with commercially proven business processes. This includes systems that support finance, supply, chemical management, human resources and payroll activities on the Hanford Site. The Passport (PP) software is an integrated application for Accounts Payable, Contract Management, Inventory Management, Purchasing, and Material Safety Data Sheets (MSDS). The PeopleSoft (PS) software is an integrated application for General Ledger, Project Costing, Human Resources,more » Payroll, Benefits, and Training. The implementation of this set of products, as the first deliverable of the HANDI 2000 Project, is referred to as Business Management System (BMS) and MSDS.« less

  18. 76 FR 54197 - Membership of the Office of the Secretary Performance Review Board

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-08-31

    ..., Director, Office of Executive Resources, Office of Human Resources Management, Office of the Director, 14th..., Office of Executive Resources. [FR Doc. 2011-22101 Filed 8-30-11; 8:45 am] BILLING CODE 3510-BS-M ...

  19. Leveraging Human and Fiscal Resources for School Improvement.

    ERIC Educational Resources Information Center

    Kelley, Carolyn

    1999-01-01

    Critiques "Handbook" chapters on achieving educational accountability and managing resources for school improvement. Accountability and finance research have shifted focus from resource allocation to organizational results. Principal-agent, expectancy, and risk theories provide lenses for viewing accountability. Research on how these…

  20. Management of Service Projects in Support of Space Flight Research

    NASA Technical Reports Server (NTRS)

    Love, J.

    2009-01-01

    Goal:To provide human health and performance countermeasures, knowledge, technologies, and tools to enable safe, reliable, and productive human space exploration . [HRP-47051] Specific Objectives: 1) Develop capabilities, necessary countermeasures, and technologies in support of human space exploration, focusing on mitigating the highest risks to human health and performance. 2) Define and improve human spaceflight medical, environmental, and human factors standards. 3) Develop technologies that serve to reduce medical and environmental risks, to reduce human systems resource requirements (mass, volume, power, data, etc.) and to ensure effective human-system integration across exploration systems. 4) Ensure maintenance of Agency core competencies necessary to enable risk reduction in the following areas: A. Space medicine B. Physiological and behavioral effects of long duration spaceflight on the human body C. Space environmental effects, including radiation, on human health and performance D. Space "human factors" [HRP-47051]. Service projects can form integral parts of research-based project-focused programs to provide specialized functions. Traditional/classic project management methodologies and agile approaches are not mutually exclusive paradigms. Agile strategies can be combined with traditional methods and applied in the management of service projects functioning in changing environments. Creative collaborations afford a mechanism for mitigation of constrained resource limitations.

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