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Sample records for human resources division

  1. ADP Analysis project for the Human Resources Management Division

    NASA Technical Reports Server (NTRS)

    Tureman, Robert L., Jr.

    1993-01-01

    The ADP (Automated Data Processing) Analysis Project was conducted for the Human Resources Management Division (HRMD) of NASA's Langley Research Center. The three major areas of work in the project were computer support, automated inventory analysis, and an ADP study for the Division. The goal of the computer support work was to determine automation needs of Division personnel and help them solve computing problems. The goal of automated inventory analysis was to find a way to analyze installed software and usage on a Macintosh. Finally, the ADP functional systems study for the Division was designed to assess future HRMD needs concerning ADP organization and activities.

  2. A Human Resource Inventory and Information System for Selected Illinois Community Colleges and Upper-Division Universities: A Feasibility Study.

    ERIC Educational Resources Information Center

    Wesley, Robert M.; And Others

    This report presents the results of a pilot study designed to test the feasibility and desirability of establishing a statewide human resources inventory and information system to support the community service role of Illinois community colleges and upper division universities. The information system would provide a centralized source of data on…

  3. Water Resources Division training catalog

    USGS Publications Warehouse

    Hotchkiss, W.R.; Foxhoven, L.A.

    1984-01-01

    The National Training Center provides technical and management sessions nesessary for the conductance of the U.S. Geological Survey 's training programs. This catalog describes the facilities and staff at the Lakewood Training Center and describes Water Resources Division training courses available through the center. In addition, the catalog describes the procedures for gaining admission, formulas for calculating fees, and discussion of course evaluations. (USGS)

  4. Bibliography: Occupation and Manpower Research Division, Air Force Human Resources Laboratory (1957-1979).

    DTIC Science & Technology

    1979-12-01

    Psychological Association guidelines for references. This bibliography includes reports accomplished by the Occupation and Manpower Research Division (OR...career programs and reassignment systems. This bibliography has been compiled by chronological year, and within the year, using the American

  5. Water Resources Division in the 1980's

    USGS Publications Warehouse

    Chase, Edith B.; Moore, John E.; Rickert, David A.

    1983-01-01

    The Water Resources Division of the U.S. Geological Survey has the principal responsibility within the Federal government for providing hydrologic information and appraising the Nation's water resounds. The Geological Survey is unique among government organizations because it has neither regulatory nor developmental authority--its sole product is information that is made available equally to all interested parties. This report describes the Water Resources Division's mission, organization, source of funds, and major programs. Three types of programs are described: long-term programs, which include the Federal-State cooperative program, coordination of Federal water-data acquisition, assistance to other Federal agencies, the national research program, the national water-data exchange, the water resources scientific information center, the national water-use information program, hydrologic-data collection, and international hydrology activities; topical programs, which include hazardous waste hydrology, coal and oil-shale hydrology, regional aquifer system analyses, acid rain, volcano hazards, and national water-resources conditions; and technical-assistance programs. Emphasis is on programs that will contribute to identifying, mitigating, or solving nationwide water-resources problems in the 1980's. A discussion of how the data and information axe disseminated and a selected list of references complete the report.

  6. Health-hazard evaluation report HETA 85-309-1739, Oregon Department of Human Resources, Health Division, Gypsy Moth Control Project, Eugene, Oregon

    SciTech Connect

    Elliott, L.J.; Huemann, M.; Sokolow, R.; Elefant, S.

    1986-10-01

    Evaluation of occupational and general public exposure to Bacillus thuringiensis (Bt) during application of this microbial agent for control of the gypsy moth was requested by the Oregon State Department of Human Resources, Health Division, located in Portland. Bt was applied by helicopter on about 250,000 acres of forest, rural, and urban areas in 1985 and 1986. Project operational plans, accident prevention, safety plans, personal protective-equipment usage, and work practices were reviewed and evaluated. Personal exposure and area air monitoring for Bt was carried out during application. Air sampling indicated there was a widespread exposure potential. The author recommends that care be taken by those employees handling Bt in solution and that splashing of Bt to the eye be avoided due to possible corneal ulcer development. The dispersing-agent Plyac is recommended for use in handling the waste-disposal problem. Access to the mixing and application areas should be restricted.

  7. Lack of Resources Hampers Graduation Rates in Division II.

    ERIC Educational Resources Information Center

    Suggs, Welch

    2001-01-01

    A recent report by the National Collegiate Athletic Association on graduation rates indicates that athletes in Division II schools face as many challenges completing college as do their peers in Division I. Division II institutions are further hampered by lack of resources causing Division II students less likely to graduate in general. (SLD)

  8. Resource Management in the Microgravity Science Division

    NASA Technical Reports Server (NTRS)

    Casselle, Justine

    2004-01-01

    In the Microgravity Science Division, the primary responsibilities of the Business Management Office are resource management and data collection. Resource management involves working with a budget to do a number of specific projects, while data collection involves collecting information such as the status of projects and workforce hours. This summer in the Business Management Office I assisted Margie Allen with resource planning and the implementation of specific microgravity projects. One of the main duties of a Project Control Specialists, such as my mentor, is to monitor and analyze project manager s financial plans. Project managers work from the bottom up to determine how much money their project will cost. They then set up a twelve month operating plan which shows when money will be spent. I assisted my mentor in checking for variances in her data against those of the project managers. In order to successfully check for those variances, we had to understand: where the project is including plans vs. actual performance, why it is in its present condition, and what the future impact will be based on known budgetary parameters. Our objective was to make sure that the plan, or estimated resources input, are a valid reflection of the actual cost. To help with my understanding of the process, over the course of my tenure I had to obtain skills in Microsoft Excel and Microsoft Access.

  9. Resource Management in the Microgravity Science Division

    NASA Technical Reports Server (NTRS)

    Casselle, Justine

    2004-01-01

    In the Microgravity Science Division, the primary responsibilities of the Business Management Office are resource management and data collection. Resource management involves working with a budget to do a number of specific projects, while data collection involves collecting information such as the status of projects and workforce hours. This summer in the Business Management Office I assisted Margie Allen with resource planning and the implementation of specific microgravity projects. One of the main duties of a Project Control Specialists, such as my mentor, is to monitor and analyze project manager s financial plans. Project managers work from the bottom up to determine how much money their project will cost. They then set up a twelve month operating plan which shows when money will be spent. I assisted my mentor in checking for variances in her data against those of the project managers. In order to successfully check for those variances, we had to understand: where the project is including plans vs. actual performance, why it is in its present condition, and what the future impact will be based on known budgetary parameters. Our objective was to make sure that the plan, or estimated resources input, are a valid reflection of the actual cost. To help with my understanding of the process, over the course of my tenure I had to obtain skills in Microsoft Excel and Microsoft Access.

  10. OVERVIEW OF USEPA'S WATER SUPPLY & WATER RESOURCES DIVISION PROGRAM

    EPA Science Inventory

    The United States Environmental Protection Agency's (USEPA) Water Supply and Water Resources Division (WSWRD) conducts a wide range of research on regulated and unregulated contaminants in drinking water, water distribution systems, homeland security, source water protection, and...

  11. Administrative Resource Center | Division of Cancer Prevention

    Cancer.gov

    The Division of Cancer Prevention (DCP) conducts and supports research to determine a person's risk of cancer and to find ways to reduce the risk. This knowledge is critical to making progress against cancer because risk varies over the lifespan as genetic and epigenetic changes can transform healthy tissue into invasive cancer.

  12. Resources for Investigators | Division of Cancer Prevention

    Cancer.gov

    NCI Links Clinical Trials Management Resource Website NCI CTCAE v4.0 If You Want to Find Ways to Prevent Cancer…Learn About Prevention Trials NCI Informed Consent Recommendations and Template NCI Research Resources |

  13. Genetic materials at the gene engineering division, RIKEN BioResource Center.

    PubMed

    Yokoyama, Kazunari K; Murata, Takehide; Pan, Jianzhi; Nakade, Koji; Kishikawa, Shotaro; Ugai, Hideyo; Kimura, Makoto; Kujime, Yukari; Hirose, Megumi; Masuzaki, Satoko; Yamasaki, Takahito; Kurihara, Chitose; Okubo, Masato; Nakano, Yuri; Kusa, Yuka; Yoshikawa, Akiko; Inabe, Kumiko; Ueno, Kazuko; Obata, Yuichi

    2010-01-01

    Genetic materials are one of the most important and fundamental research resources for studying biological phenomena. Scientific need for genetic materials has been increasing and will never cease. Ever since it was established as RIKEN DNA Bank in 1987, the Gene Engineering Division of RIKEN BioResource Center (BRC) has been engaged in the collection, maintenance, storage, propagation, quality control, and distribution of genetic resources developed mainly by the Japanese research community. When RIKEN BRC was inaugurated in 2001, RIKEN DNA Bank was incorporated as one of its six Divisions, the Gene Engineering Division. The Gene Engineering Division was selected as a core facility for the genetic resources of mammalian and microbe origin by the National BioResource Project (NBRP) of the Ministry of Education, Culture, Sports, Science and Technology (MEXT), Japan in 2002. With support from the scientific community, the Division now holds over 3 million clones of genetic materials for distribution. The genetic resources include cloned DNAs, gene libraries (e.g., cDNA and genomic DNA cloned into phage, cosmid, BAC, phosmid, and YAC), vectors, hosts, recombinant viruses, and ordered library sets derived from animal cells, including human and mouse cells, microorganisms, and viruses. Recently genetic materials produced by a few MEXT national research projects were transferred to the Gene Engineering Division for further dissemination. The Gene Engineering Division performs rigorous quality control of reproducibility, restriction enzyme mapping and nucleotide sequences of clones to ensure the reproducibility of in vivo and in vitro experiments. Users can easily access our genetic materials through the internet and obtain the DNA resources for a minimal fee. Not only the materials, but also information of features and technology related to the materials are provided via the web site of RIKEN BRC. Training courses are also given to transfer the technology for handling

  14. Water for the Nation: An overview of the USGS Water Resources Division

    USGS Publications Warehouse

    ,

    1998-01-01

    The Water Resources Division (WRD) of the U.S. Geological Survey (USGS) provides reliable, impartial, timely information needed to understand the Nation's water resources. WRD actively promotes the use of this information by decisionmakers to: * Minimize the loss of life and property as a result of water-related hazards such as floods, droughts, and land movement. * Effectively manage ground-water and surface-water resources for domestic, agricultural, commercial, industrial, recreational, and ecological uses. * Protect and enhance water resources for human health, aquatic health, and environmental quality. * Contribute to wise physical and economic development of the Nation's resources for the benefit of present and future generations.

  15. Human Resource Planning

    ERIC Educational Resources Information Center

    Hoffman, W. H.; Wyatt, L. L.

    1977-01-01

    By using the total resource approach, we have focused attention on the need to integrate human resource planning with other business plans and highlighted the importance of a productivity strategy. (Author)

  16. 1993 Fiscal Year Water Resources Division Information Guide

    USGS Publications Warehouse

    ,

    1992-01-01

    This Guide briefly describes the Water Resources Division's mission, program, and organizational structure, and where and how to obtain specific types of hydrologic information. The Guide also contains a listing of addresses, telephone numbers, and office hours for Headquarters, Regional, District, and State offices. For some offices, two addresses are given: the mailing address of the office to which correspondence should be sent and the street address of the office. The map shows the location of the offices.

  17. Human Resource Accounting.

    DTIC Science & Technology

    1984-12-01

    I AD-RI54 787 HUMAN RESOURCE ACCOUNTING (U) NAVAL POSTGRADUATE SCHOOL 1/2 F MONTEREY CR J C MARTINS DEC 84 1UNCLASSIFIED /G 5/9 NL -~~ .. 2. . L...Monterey, California JUN1im THESISG HUMAN RESOURCE ACCOUNTING by Joaquim C. Martins LLJ.. December 1984 Thesis Advisor: R.A. McGonigal Approved for...REPORT & PECRI00 COVERED Master’s Thesis; Human Resource Accounting Dcme 94- ’ 6. PERFORMING ORG. REPORT NUMBER 7. AUTOR(*) . CONTRACT OR GRANT NUMBER

  18. Creativity: The Human Resource.

    ERIC Educational Resources Information Center

    Lewis, Richard W.

    1979-01-01

    The author discusses an exhibition entitled "Creativity--The Human Resource." The exhibition examines the work of 15 Americans, such as designer Buckminster Fuller and artist Judy Chicago, who have contributed in special ways to the arts and sciences. (PHR)

  19. Creativity: The Human Resource.

    ERIC Educational Resources Information Center

    Lewis, Richard W.

    1979-01-01

    The author discusses an exhibition entitled "Creativity--The Human Resource." The exhibition examines the work of 15 Americans, such as designer Buckminster Fuller and artist Judy Chicago, who have contributed in special ways to the arts and sciences. (PHR)

  20. An Overview of the Human Systems Integration Division

    NASA Technical Reports Server (NTRS)

    Gore, Brian F.

    2015-01-01

    This presentation will provide an overview of the Human Systems Integration Division, and will highlight some of the human performance modeling efforts undertaken in previously presented MIDAS human performance modeling efforts.

  1. Geospatial Technology Applications and Infrastructure in the Biological Resources Division

    USGS Publications Warehouse

    D'Erchia, Frank; Getter, James; D'Erchia, Terry D.; Root, Ralph; Stitt, Susan; White, Barbara

    1998-01-01

    Executive Summary -- Automated spatial processing technology such as geographic information systems (GIS), telemetry, and satellite-based remote sensing are some of the more recent developments in the long history of geographic inquiry. For millennia, humankind has endeavored to map the Earth's surface and identify spatial relationships. But the precision with which we can locate geographic features has increased exponentially with satellite positioning systems. Remote sensing, GIS, thematic mapping, telemetry, and satellite positioning systems such as the Global Positioning System (GPS) are tools that greatly enhance the quality and rapidity of analysis of biological resources. These technologies allow researchers, planners, and managers to more quickly and accurately determine appropriate strategies and actions. Researchers and managers can view information from new and varying perspectives using GIS and remote sensing, and GPS receivers allow the researcher or manager to identify the exact location of interest. These geospatial technologies support the mission of the U.S. Geological Survey (USGS) Biological Resources Division (BRD) and the Strategic Science Plan (BRD 1996) by providing a cost-effective and efficient method for collection, analysis, and display of information. The BRD mission is 'to work with others to provide the scientific understanding and technologies needed to support the sound management and conservation of our Nation's biological resources.' A major responsibility of the BRD is to develop and employ advanced technologies needed to synthesize, analyze, and disseminate biological and ecological information. As the Strategic Science Plan (BRD 1996) states, 'fulfilling this mission depends on effectively balancing the immediate need for information to guide management of biological resources with the need for technical assistance and long-range, strategic information to understand and predict emerging patterns and trends in ecological systems

  2. Marketing Human Resource Development.

    ERIC Educational Resources Information Center

    Frank, Eric, Ed.

    1994-01-01

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

  3. Marketing Human Resource Development.

    ERIC Educational Resources Information Center

    Frank, Eric, Ed.

    1994-01-01

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

  4. 28 CFR 16.92 - Exemption of Environment and Natural Resources Division Systems-limited access.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 28 Judicial Administration 1 2014-07-01 2014-07-01 false Exemption of Environment and Natural....92 Exemption of Environment and Natural Resources Division Systems—limited access. (a)(1) The...) Environment and Natural Resources Division Case and Related Files System, JUSTICE/ENRD-003. (ii) (2) These...

  5. 28 CFR 16.92 - Exemption of Environment and Natural Resources Division Systems-limited access.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 28 Judicial Administration 1 2013-07-01 2013-07-01 false Exemption of Environment and Natural....92 Exemption of Environment and Natural Resources Division Systems—limited access. (a)(1) The...) Environment and Natural Resources Division Case and Related Files System, JUSTICE/ENRD-003. (ii) (2) These...

  6. 28 CFR 16.92 - Exemption of Environment and Natural Resources Division Systems-limited access.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 28 Judicial Administration 1 2012-07-01 2012-07-01 false Exemption of Environment and Natural....92 Exemption of Environment and Natural Resources Division Systems—limited access. (a)(1) The...) Environment and Natural Resources Division Case and Related Files System, JUSTICE/ENRD-003. (ii) (2) These...

  7. 28 CFR 16.92 - Exemption of Environment and Natural Resources Division Systems-limited access.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 28 Judicial Administration 1 2011-07-01 2011-07-01 false Exemption of Environment and Natural....92 Exemption of Environment and Natural Resources Division Systems—limited access. (a)(1) The...) Environment and Natural Resources Division Case and Related Files System, JUSTICE/ENRD-003. (ii) (2) These...

  8. 28 CFR 16.92 - Exemption of Environment and Natural Resources Division Systems-limited access.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 28 Judicial Administration 1 2010-07-01 2010-07-01 false Exemption of Environment and Natural....92 Exemption of Environment and Natural Resources Division Systems—limited access. (a)(1) The...) Environment and Natural Resources Division Case and Related Files System, JUSTICE/ENRD-003. (ii) [Reserved] (2...

  9. Air Force Human Resources Laboratory Mission and Capabilities

    DTIC Science & Technology

    1989-05-01

    AFHRL-TP-88-62 AIR FORCE 4% AIR FORCE HUMAN RESOURCES LABORATORY MISSION AND CAPABILITIES _ __ H (0 U Edited by (0 Ruth M. Buescher 0 - Michelle...RESOURCES LABORATORY MISSION AND CAPABILITIES Edited by Ruth M. Buescher Michelle Olvera Leasley Besetsny INFORMATION SCIENCES DIVISION Brooks Air...the AFHRL divis;ions and command and staff. EDITOR: Dr. Ruth M. Buescher (AFHRL/TSRE) ILLUSTRATORS: School of Aerospace Medicine, Medical Illustrations

  10. Making Human Resource Consulting Visible.

    ERIC Educational Resources Information Center

    Kaufmann, Ken; Weaver, Carol L.

    2000-01-01

    Discusses the need for human resources consulting to be seen and understood in order to help achieve business objectives. Presents a model that uses core competencies to tie human resources programs to business strategies, thus positioning human resources as a strategic partner in an enterprise. (LRW)

  11. [Management human resources].

    PubMed

    Schena, F P

    2004-01-01

    The management of human resources may follow different models, defined as bureaucratic, technocratic or managerial-entrepreneurial models. The latter being the most used. However, the relationship individual-enterprise is based on both a legal and a psychological contract regardless of the model used. The winning concept considers the personnel as the first and most important customer to be trained, informed and kept updated. For these reasons it is necessary to create a warm working environment, which is the first marketing tool, thus improving the marketing skills (enterprise-customer). The improved results (products, processes and publications) will be achieved by total quality management, which includes training and transformation of the chief's role from the hierarchical management to a coaching approach. This approach will recreativity, personality and competence of the personnel. This new type of leadership is based on the authority recognised by the personnel, service and motivation.

  12. 76 FR 36150 - Notice of Inventory Completion: Florida Department of State/Division of Historical Resources...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-06-21

    ... contacted by Florida Department of State/Division of Historical Resources. History and Description of the... removed from site 8DA5918 at the White Rock Mine, in Miami-Dade County, FL. Archeological site 8DA5918 is...

  13. Human Resource Development: An Overview.

    ERIC Educational Resources Information Center

    Smith, Robert L.

    This information analysis concerns human resource development (HRD), defined as consisting of programs and activities that positively affect the development of the individual and the productivity and profit of the organization. Several key human resource development components are identified and discussed: (1) training and development; (2)…

  14. 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,…

  15. 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,…

  16. Water Resources Division Training Bulletin, July 1973 Through June 1974.

    ERIC Educational Resources Information Center

    Abrams, R. O.; Brown, D. W.

    This bulletin provides information about available training as well as information to assist supervisors and training officers in developing a coordinated, efficient training program in hydrology and other subjects related to water-resources investigations. Most of the training is presented at the Center at Lakewood, Colorado. Information is given…

  17. Human Rights Resource Catalogue.

    ERIC Educational Resources Information Center

    Zambrano, Elias, Comp.

    This document provides information about 25 programs/brochures which focus on human rights topics. Specific topics include: (1) counselor preparation; (2) multicultural awareness; (3) abuse and neglect; (4) Acquired Immune Deficiency Syndrome; (5) self-awareness; (6) human rights awareness and human rights of students; (7) cultural diversity; (8)…

  18. Water Resources Division in the 1980's : a summary of activities and programs of the U.S. Geological Survey's Water Resources Division

    USGS Publications Warehouse

    Chase, Edith B.; Moore, John E.; Rickert, David A.

    1985-01-01

    The Water Resources Division of the U.S. Geological Survey has the principal responsibility within the Federal government for providing hydrologic information and appraising the Nation's water resounds. The Geological Survey is unique among government organizations because it has neither regulatory nor developmental authority--its sole product is information that is made available equally to all interested parties. This report describes the Water Resources Division's mission, organization, source of funds, and major programs. Three types of programs are described: long-term programs, which include the Federal-State cooperative program, coordination of Federal water-data acquisition, assistance to other Federal agencies, the national research program, the national water-data exchange, the water resources scientific information center, the national water-use information program, hydrologic-data collection, and international hydrology activities; topical programs, which include hazardous waste hydrology, coal and oil-shale hydrology, regional aquifer system analyses, acid rain, volcano hazards, and national water-resources conditions; and technical-assistance programs. Emphasis is on programs that will contribute to identifying, mitigating, or solving nationwide water-resources problems in the 1980's. A discussion of how the data and information axe disseminated and a selected list of references complete the report.

  19. Managing Human Resources.

    ERIC Educational Resources Information Center

    Hanson, Robert L.

    1982-01-01

    The author challenges traditional views of productivity and offers alternative concepts and models for evaluating resources and their relationships to productivity. He discusses how to measure productivity, how to measure effectiveness, applying a productivity formula, coping with a cost cutback, adjusting to a variable workload, and benefits from…

  20. Automation and Human Resource Management.

    ERIC Educational Resources Information Center

    Taft, Michael

    1988-01-01

    Discussion of the automation of personnel administration in libraries covers (1) new developments in human resource management systems; (2) system requirements; (3) software evaluation; (4) vendor evaluation; (5) selection of a system; (6) training and support; and (7) benefits. (MES)

  1. 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…

  2. Activities of the Alaska District, Water Resources Division, U.S. Geological Survey, 1990

    USGS Publications Warehouse

    Snyder, Elisabeth F.

    1990-01-01

    Thirteen projects of the U.S. Geological Survey, Water Resource Division active in Alaska in 1990 are described. Each description includes information on period of project, chief, funding sources, location, purpose, current status, and published or planned reports. The compilation also contains a bibliography of reports published by the Alaska District from 1987 through January 1990. (USGS)

  3. Life Sciences Division and Center for Human Genome Studies 1994

    SciTech Connect

    Cram, L.S.; Stafford, C.

    1995-09-01

    This report summarizes the research and development activities of the Los Alamos National Laboratory`s Life Sciences Division and the biological aspects of the Center for Human Genome Studies for the calendar year 1994. The technical portion of the report is divided into two parts, (1) selected research highlights and (2) research projects and accomplishments. The research highlights provide a more detailed description of a select set of projects. A technical description of all projects is presented in sufficient detail so that the informed reader will be able to assess the scope and significance of each project. Summaries useful to the casual reader desiring general information have been prepared by the group leaders and appear in each group overview. Investigators on the staff of the Life Sciences Division will be pleased to provide further information.

  4. Activities of the Water Resources Division, California District, in the 1987 fiscal year

    USGS Publications Warehouse

    Griner, C.A.; Anttila, P.W.

    1988-01-01

    The mission of the Water Resources Division is to provide the hydrologic information and understanding needed for the optimum utilization and management of the Nation 's water resources for the overall benefit of the people of the United States. Several of the most relevant and visible studies being conducted by the California District deal with selenium toxicity in the western San Joaquin Valley; groundwater export from the Owens Valley, coupled with vegetation survivability studies; hydrodynamics variability in San Francisco Bay; reclaimed water use; seawater intrusion in the Santa Barbara area; and involvement in the water-quality standard/water-rights hearing for the San Francisco Bay/Delta. Thirty-nine project summaries are provided. Water Resources Division basic mission and program, California District organization and funding, and 1987 water conditions are also summarized. (Lantz-PTT)

  5. Strategic Human Resource Development. Symposium.

    ERIC Educational Resources Information Center

    2002

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

  6. Maximizing the human resource asset.

    PubMed

    Thomas, L

    1998-06-01

    Managers are challenged to provide for employees' needs and increased expectations in a way that will benefit both them and the organization without significant increases in human resource costs. This article suggests another look at motivation, employee involvement, and the value of work itself as a means of meeting these challenges.

  7. Developing Human Resources through Actualizing Human Potential

    ERIC Educational Resources Information Center

    Clarken, Rodney H.

    2012-01-01

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

  8. Review of Human Resource Operations in the Charlotte-Mecklenburg Schools

    ERIC Educational Resources Information Center

    Council of the Great City Schools, 2006

    2006-01-01

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

  9. Intelligent systems for human resources.

    PubMed

    Kline, K B

    1988-11-01

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

  10. Natural Resources and Human Impact

    NASA Astrophysics Data System (ADS)

    Starkel, Leszek

    2016-01-01

    It is rotational movement of the Earth that decides on the climatic zonation of natural resources, as modified by the positions of the continents and oceans and the irregular spread of fossil fuels. Intensive human activity poses threats to the development of natural geoecosystems. The last century also brought growing civilizational threats to the environment on the global, regional and local scales. The author characterise the prospects in regard to global changes, and discuss the solutions needing to be pursued if human geoecosystems are to be protected (through management and education).

  11. Tackling Malawi's human resources crisis.

    PubMed

    Palmer, Debbie

    2006-05-01

    In sub-Saharan Africa, health systems are fragile and staffing is grossly inadequate to meet rising health needs. Despite growing international attention, donors have been reluctant to undertake the significant investments required to address the human resources problem comprehensively, given social and political sensitivities, and concerns regarding sustainability of interventions and risks of rising donor dependency. In Malawi, one of the poorest nations in Africa, declining human resource levels have fueled an accelerating collapse of public health services since the late 1990s. In an effort to improve health outcomes, in 2004 the government launched a new health initiative to deliver an Essential Health Package, including a major scale-up of HIV and AIDS related services. Improving staffing levels is the single biggest challenge to implementing this approach. Donors agreed to help the government develop an Emergency Human Resources Programme with five main facets: improving incentives for recruitment and retention of staff through salary top-ups, expanding domestic training capacity, using international volunteer doctors and nurse tutors as a stop-gap measure, providing international technical assistance to bolster planning and management capacity and skills, and establishing more robust monitoring and evaluation capacity. Industrial relations were a prominent consideration in determining the shape of the Programme. The combination of short- and long-term measures appears to be helpful in maintaining commitment to the programme.

  12. Human Resources--The Last Resources of a Frontier Society?

    ERIC Educational Resources Information Center

    Hayes, James L.

    1976-01-01

    The development of physical resources has brought about major problems for society. Management must recognize that it is in the realm of human resources where growth can be best achieved through training and development. (EC)

  13. Population and human resources development.

    PubMed

    Jones, G W

    1992-06-01

    The concern of this discourse on social development planning was that individuals be part of human resources development. Population growth is an obstacle to social development, but so is national expenditures on the military rather than diverting funds for social improvements. There are important benefits for society in social development: a valued consumption good, increased productivity, and reduced fertility. Dissatisfaction with an economic growth model of development occurred during the 1960s, and by the mid-1980s, human resource development was capsuled in Asia and the Pacific Region in the Jakarta Plan of Action on Human Resources Development and adopted in 1988. Earlier approaches favored the supply side. This article emphasizes "human" development which considers people as more than inputs to productivity. The quality of human resources is dependent on the family and society, the educational system, and individual levels of health and nutrition. Differences in income levels between East and South Asia have been attributed by Oshima to full use of the labor force and mechanization and training of workers. Ogawa, Jones, and Williamson contend that huge investment in infrastructure, efficient absorption of advanced technology, a stable political environment, and commitment to human capital formation are key to development. Demographic transition and decline in fertility at one point reflect growth and engagement in the labor force and resource accumulation. Although East Asia had higher levels of literacy and educational attainment than many developing countries, South Asia still has high fertility. Human resource development is dependent on reduced population growth rates, but rapid population growth is not an insurmountable obstacle to achieving higher levels of education. Rapid population growth is a greater obstacle in poorer countries. The impact can be reflected in increased costs of attaining educational targets of universal primary education or in

  14. INTERGRATING SOURCE WATER PROTECTION AND DRINKING WATER TREATMENT: U.S. ENVIRONMENTAL PROTECTION AGENCY'S WATER SUPPLY AND WATER RESOURCES DIVISION

    EPA Science Inventory

    The U.S. Environmental Protection Agency's (EPA) Water Supply and Water Resources Division (WSWRD) is an internationally recognized water research organization established to assist in responding to public health concerns related to drinking water supplies. WSWRD has evolved from...

  15. INTEGRATING SOURCE WATER PROTECTION AND DRINKING WATER TREATMENT: U.S. ENVIRONMENTAL PROTECTION AGENCY'S WATER SUPPLY AND WATER RESOURCES DIVISION

    EPA Science Inventory

    The U.S. Environmental Protection Agency's (EPA) Water Supply and Water Resources Division (WSWRD) is an internationally recognized water research organization established to assist in responding to public health concerns related to drinking water supplies. WSWRD has evolved from...

  16. INTERGRATING SOURCE WATER PROTECTION AND DRINKING WATER TREATMENT: U.S. ENVIRONMENTAL PROTECTION AGENCY'S WATER SUPPLY AND WATER RESOURCES DIVISION

    EPA Science Inventory

    The U.S. Environmental Protection Agency's (EPA) Water Supply and Water Resources Division (WSWRD) is an internationally recognized water research organization established to assist in responding to public health concerns related to drinking water supplies. WSWRD has evolved from...

  17. INTEGRATING SOURCE WATER PROTECTION AND DRINKING WATER TREATMENT: U.S. ENVIRONMENTAL PROTECTION AGENCY'S WATER SUPPLY AND WATER RESOURCES DIVISION

    EPA Science Inventory

    The U.S. Environmental Protection Agency's (EPA) Water Supply and Water Resources Division (WSWRD) is an internationally recognized water research organization established to assist in responding to public health concerns related to drinking water supplies. WSWRD has evolved from...

  18. Activities of the Water Resources Division, California District, in the 1985 fiscal year

    USGS Publications Warehouse

    Anttila, P. W.

    1986-01-01

    This report summarizes the progress of water-resources studies in California by the U.S. Geological Survey during the fiscal year 1985. Much of the work was done in cooperation with the State and local agencies. Additional supporting funds were transferred from other Federal agencies or appropriated directly to the Geological Survey. The water-resources program in California consisted of 55 projects. This report includes a brief discussion of each project and also contains a brief description of the origin of the U.S. Geological Survey, the Water Resources Division 's basic mission, and abbreviated organizational structure of the California District, sources of funding, and a summary of water conditions. Reports issued by the Geological Survey on studies completed fiscal years 1984 and 1985 also are listed. (USGS)

  19. Activities of the Water Resources Division, California District, fiscal year 1993

    USGS Publications Warehouse

    DeBortoli, M. L.

    1994-01-01

    This report summarizes the progress of water- resources studies in California by the U.S. Geological Survey during fiscal year 1993. Much of the work was done in cooperation with State and local agencies. Additional supporting funds were transferred from other Federal agencies or appropriated directly to the U.S. Geological Survey. The water-resources program in California consisted of 41 projects. This report includes a brief discussion of each project and also contains a brief description of the origin of the U.S. Geological Survey, the Water Resources Division's basic mission, an abbreviated organizational structure of the California District, sources of funding, and a summary of water condition. Also included is a listing of reports published during fiscal year 1993.

  20. Activities of the Water Resources Division, California District, in the 1986 fiscal year

    USGS Publications Warehouse

    Griner, C. A.; Anttila, P.W.

    1987-01-01

    This report summarizes the progress of water resources studies in California by the U.S. Geological Survey during the fiscal yr 1986. Much of the work was done in cooperation with State and local agencies. Additional supporting funds were transferred from other Federal agencies or appropriated directly to the Geological Survey. The water resources program in California consisted of 42 projects. Each project is briefly described. Brief descriptions are given of the origin of the U.S. Geological Survey and the Water Resources Division 's basic mission. An abbreviated organizational structure of the California District, sources of funding, a summary of water conditions, and a listing of reports published during fiscal year 1986 are also included. (USGS)

  1. Activities of the Water Resources Division, California District, fiscal year 1992

    USGS Publications Warehouse

    DeBortoli, M. L.

    1993-01-01

    This report summarizes the progress of water- resources studies in California by the U.S. Geological Survey during fiscal year 1992. Much of the work was done in cooperation with State and local agencies. Additional supporting funds were transferred from other Federal agencies or appropriated directly to the Geological Survey. The water-resources program in California consisted of 41 projects. This report includes a brief discussion of each project and also contains a brief description of the origin of the U.S. Geological Survey, the Water Resources Division's basic mission, an abbreviated organizational structure of the California District, sources of funding, and a summary of water conditions. Also included is a listing of reports published during fiscal year 1992.

  2. Human Resources for Information Development in Sudan.

    ERIC Educational Resources Information Center

    Wesley, Cecile

    1992-01-01

    Describes the state of human resources development in Sudan's information industry. Training problems and the emigration of high level personnel are discussed, guidelines for human resource development are suggested, and national strategies to develop and retain Sudan's human resources are suggested. (EA)

  3. Enterprise Resource Planning Software in the Human Resource Classroom

    ERIC Educational Resources Information Center

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

    2007-01-01

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

  4. Enterprise Resource Planning Software in the Human Resource Classroom

    ERIC Educational Resources Information Center

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

    2007-01-01

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

  5. Strategic Imperative of Human Resource Leadership Competencies

    ERIC Educational Resources Information Center

    Rajini, G.; Gomathi, S.

    2010-01-01

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

  6. 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…

  7. Strategic Imperative of Human Resource Leadership Competencies

    ERIC Educational Resources Information Center

    Rajini, G.; Gomathi, S.

    2010-01-01

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

  8. 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…

  9. National Research Program of the Water Resources Division, U.S. Geological Survey, Fiscal Year 1993

    USGS Publications Warehouse

    Nichols, Martha L.; Friedman, Linda C.

    1995-01-01

    INTRODUCTION This report, one in a series of annual reports, provides current information about the National Research Program (NRP) of the U.S. Geological Survey's (USGS) Water Resources Division (WRD) during fiscal year 1993. Organized by NRP's six research disciplines, the volume contains a summary of the problem, objective, approach, and progress for each project that was active during fiscal year 1993. It also contains bibliographic information that, because of the long-term nature of the program, covers a 5-year period. The bibliographic information does not include abstracts or informal reports. Rather it contains those reports that are readily available in the form of journal articles, USGS publications, book chapters, or books.

  10. 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…

  11. 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…

  12. Functional requirements of computer systems for the U.S. Geological Survey, Water Resources Division, 1988-97

    USGS Publications Warehouse

    Hathaway, R.M.; McNellis, J.M.

    1989-01-01

    Investigating the occurrence, quantity, quality, distribution, and movement of the Nation 's water resources is the principal mission of the U.S. Geological Survey 's Water Resources Division. Reports of these investigations are published and available to the public. To accomplish this mission, the Division requires substantial computer technology to process, store, and analyze data from more than 57,000 hydrologic sites. The Division 's computer resources are organized through the Distributed Information System Program Office that manages the nationwide network of computers. The contract that provides the major computer components for the Water Resources Division 's Distributed information System expires in 1991. Five work groups were organized to collect the information needed to procure a new generation of computer systems for the U. S. Geological Survey, Water Resources Division. Each group was assigned a major Division activity and asked to describe its functional requirements of computer systems for the next decade. The work groups and major activities are: (1) hydrologic information; (2) hydrologic applications; (3) geographic information systems; (4) reports and electronic publishing; and (5) administrative. The work groups identified 42 functions and described their functional requirements for 1988, 1992, and 1997. A few new functions such as Decision Support Systems and Executive Information Systems, were identified, but most are the same as performed today. Although the number of functions will remain about the same, steady growth in the size, complexity, and frequency of many functions is predicted for the next decade. No compensating increase in the Division 's staff is anticipated during this period. To handle the increased workload and perform these functions, new approaches will be developed that use advanced computer technology. The advanced technology is required in a unified, tightly coupled system that will support all functions simultaneously

  13. The Effective Use of Human Resources.

    ERIC Educational Resources Information Center

    Lippitt, Ronald

    1980-01-01

    In tandem with the energy crisis the author sees widespread misuse and waste of human resources. Analyzing issues of environmental deprivation, neglect of the old and the young, social isolation, the search for self, and specialization, he discusses ways that organizational and human resources development can address these challenges. (SK)

  14. Linking Career Development and Human Resource Planning.

    ERIC Educational Resources Information Center

    Gutteridge, Thomas G.

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

  15. 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…

  16. Economics and Human Resource Development: A Rejoinder

    ERIC Educational Resources Information Center

    Wang, Greg G.; Swanson, Richard A.

    2008-01-01

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

  17. Economics and Human Resource Development: A Rejoinder

    ERIC Educational Resources Information Center

    Wang, Greg G.; Swanson, Richard A.

    2008-01-01

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

  18. National Research Program of the Water Resources Division, U.S. Geological Survey: Fiscal Year 1988

    USGS Publications Warehouse

    Friedman, Linda C.; Donato, Christine N.

    1989-01-01

    The National Research Program (NRP) of the US Geological Survey 's Water Resources Division (WRD) had its beginnings in the late 1950 's when ' core research ' was added as a line item to the Congressional budget. Since that time, the NRP has grown to encompass a broad spectrum of scientific investigations. The sciences of hydrology, mathematics, chemistry, physics, ecology, biology, geology, and engineering are used to gain a fundamental understanding of the processes that affect the availability, movement, and quality of the Nation 's water resources. The NRP is located principally in Reston, VA, Denver, CO, and Menlo Park , CA. The NRP is subdivided into six disciplines as follows: (1) Ecology; (2) Geomorphology and Sediment Transport; (3) Groundwater Chemistry; (4) Groundwater Hydrology; (5) Surface Water Chemistry; and (6) Surface Water Hydrology. The report provides current information about the NRP on an annual basis. Organized by the six research disciplines, the volume contains a summary of the problem, objective, approach, and progress for each project that was active during fiscal year 1988.

  19. Sexual division of antibacterial resource defence in breeding burying beetles, Nicrophorus vespilloides.

    PubMed

    Cotter, Sheena C; Kilner, Rebecca M

    2010-01-01

    1. A key component of parental care involves defending resources destined for offspring from a diverse array of potential interspecific competitors, such as social parasites, fungi and bacteria. 2. Just as with other aspects of parental care, such as offspring provisioning or brood defence, sexual conflict between parents may arise over how to share the costs of this form of care. There has been little previous work, however, to investigate how this particular burden might be shared. 3. Here, we describe a hitherto uncharacterized form of parental care in burying beetles Nicrophorus vespilloides, a species which prepares carrion for its young and faces competition from microbes for this resource. We found that parents defend the carcass with antibacterial anal exudates, and that the antibacterial activity of these exudates is only upregulated following the discovery of a corpse. At the same time, phenoloxidase activity in the anal exudates is downregulated, indicating parallels with the internal insect immune system. 4. In unmanipulated breeding pairs, females had higher antibacterial activity in their anal exudates than males, suggesting sex-specific roles in this aspect of parental care. 5. When we experimentally widowed males, we found that they increased levels of antibacterial activity in their anal exudates. Experimentally widowing females, however, led them to decrease levels of antibacterial activity in their anal exudates. Widowed beetles of each sex thus produced anal exudates of comparable antibacterial activity. We suggest that this flexible division of antibacterial activity may be coordinated by Juvenile Hormone.

  20. Human Resources Development in the 70s

    ERIC Educational Resources Information Center

    Ludeman, Bart L.

    1977-01-01

    Discusses five major objectives (put forth by the behavioral scientist, Dr. Gordon Lippitt) for human resource development which focus on the need for teamwork among future leaders, company management, and top educators. (LAS)

  1. Keep an eye on human resources 'yardsticks'.

    PubMed

    McKimmy, D L

    1979-01-01

    By monitoring certain human resources "yardsticks", personnel administrators can demonstrate the results of institutional and departmental goals and objectives. Thus, taking an economic approach to personnel management can help the hospital in the struggle to contain costs.

  2. 76 FR 60933 - Proposal Review Panel for Human Resource Development; Notice of Meeting

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-09-30

    ... From the Federal Register Online via the Government Publishing Office NATIONAL SCIENCE FOUNDATION... Advisory Committee Act (Pub. L. 92- 463, as amended), the National Science Foundation announces the... Person: Kelly Mack, Division of Human Resource Development, Room 815, National Science Foundation...

  3. 76 FR 60934 - Proposal Review Panel for Human Resource Development; Notice of Meeting

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-09-30

    ... From the Federal Register Online via the Government Publishing Office NATIONAL SCIENCE FOUNDATION... Advisory Committee Act (Pub. L. 92- 463, as amended), the National Science Foundation announces the... Person: Kelly Mack, Division of Human Resource Development, Room 815, National Science Foundation...

  4. Predicting Nursing Human Resources: An Exploratory Study

    PubMed Central

    Squires, Allison; Beltrán-Sánchez, Hiram

    2010-01-01

    The nurse-to-population ratio (NPOP) is a standard indicator used to indicate a country’s health care human resources capacity for responding to its disease burden. This study sought to explore if socioeconomic development indicators could predict the NPOP in a country. Mexico served as the case example for this exploratory study, with the final five variables selected based on findings from a qualitative study analyzing the development of nursing human resources in the country. Multiple linear regression showed that two variables proved significant predictors of the NPOP and the model itself explained 70% of the variance (r2 = .7; p = .0000). The findings have multiple implications for nursing human resources policy in Mexico and at a global level as governments attempt to build human capital to respond to population health needs. PMID:19628510

  5. Microenvironmental modulation of asymmetric cell division in human lung cancer cells.

    PubMed

    Pine, Sharon R; Ryan, Bríd M; Varticovski, Lyuba; Robles, Ana I; Harris, Curtis C

    2010-02-02

    Normal tissue homeostasis is maintained through asymmetric cell divisions that produce daughter cells with differing self-renewal and differentiation potentials. Certain tumor cell subfractions can self-renew and repopulate the heterogeneous tumor bulk, suggestive of asymmetric cell division, but an equally plausible explanation is that daughter cells of a symmetric division subsequently adopt differing cell fates. Cosegregation of template DNA during mitosis is one mechanism by which cellular components are segregated asymmetrically during cell division in fibroblast, muscle, mammary, intestinal, and neural cells. Asymmetric cell division of template DNA in tumor cells has remained elusive, however. Through pulse-chase experiments with halogenated thymidine analogs, we determined that a small population of cells within human lung cancer cell lines and primary tumor cell cultures asymmetrically divided their template DNA, which could be visualized in single cells and in real time. Template DNA cosegregation was enhanced by cell-cell contact. Its frequency was density-dependent and modulated by environmental changes, including serum deprivation and hypoxia. In addition, we found that isolated CD133(+) lung cancer cells were capable of tumor cell repopulation. Strikingly, during cell division, CD133 cosegregated with the template DNA, whereas the differentiation markers prosurfactant protein-C and pan-cytokeratins were passed to the opposing daughter cell, demonstrating that segregation of template DNA correlates with lung cancer cell fate. Our results demonstrate that human lung tumor cell fate decisions may be regulated during the cell division process. The characterization and modulation of asymmetric cell division in lung cancer can provide insight into tumor initiation, growth, and maintenance.

  6. Surface-water quality-assurance plan for the Wisconsin district of the U. S. Geological Survey, Water Resources Division

    USGS Publications Warehouse

    Garn, H.S.

    2002-01-01

    This surface-water quality-assurance plan documents the standards, policies, and procedures used by the Wisconsin District of the U.S. Geological Survey, Water Resources Division, for activities related to the collection, processing, storage, analysis, management, and publication of surface-water data. The roles and responsibilities of District personnel in following these policies and procedures including those related to safety and training are presented.

  7. Human resources: a common-sense discipline.

    PubMed

    Courtney, Lisa R

    2004-02-01

    Being able to hire the right team members, keeping them engaged ina professional and productive environment, and avoiding litigation help keep the team functioning and meeting the everyday goals of providing quality patient care. Although these topics may seem complex, medical providers and professionals have resources available to them, such as the Human Resources department, the Medical Director, senior management,and legal counsel. Hiring the right people, creating a positive work environment, and avoiding litigation are all common sense principals that are relevant regardless of profession, industry, or company. Understanding how to apply the principles and concepts of Human Resources and personnel management can seem overwhelming: however, asking for help from the resources mentioned previously and applying the common sense information found in this article will help one to be a successful leader and practitioner.

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

    ERIC Educational Resources Information Center

    Jacobs, Ronald L., Ed.

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

  9. 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,…

  10. NASA Planetary Science Division Vision 2050 Through Human Exploration

    NASA Astrophysics Data System (ADS)

    Yun, P. Y.

    2017-02-01

    Next 34 years PSD should play the role of the 21st century-version Lewis and Clark expedition to gather critical information about carefully chosen target celestial bodies in our solar system. PSD missions and human missions will benefit each other.

  11. BRCA1 controls the cell division axis and governs ploidy and phenotype in human mammary cells

    PubMed Central

    Nemirovsky, Oksana; Chen, Helen; Connell, Marisa; Taylor, Brian; Jiang, Jihong; Pilarski, Linda M.; Fleisch, Markus C.; Niederacher, Dieter; Pujana, Miguel Angel; Eaves, Connie J.; Maxwell, Christopher A.

    2017-01-01

    BRCA1 deficiency may perturb the differentiation hierarchy present in the normal mammary gland and is associated with the genesis of breast cancers that are genomically unstable and typically display a basal-like transcriptome. Oriented cell division is a mechanism known to regulate cell fates and to restrict tumor formation. We now show that the cell division axis is altered following shRNA-mediated BRCA1 depletion in immortalized but non-tumorigenic, or freshly isolated normal human mammary cells with graded consequences in progeny cells that include aneuploidy, perturbation of cell polarity in spheroid cultures, and a selective loss of cells with luminal features. BRCA1 depletion stabilizes HMMR abundance and disrupts cortical asymmetry of NUMA-dynein complexes in dividing cells such that polarity cues provided by cell-matrix adhesions were not able to orient division. We also show that immortalized mammary cells carrying a mutant BRCA1 allele (BRCA1 185delAG/+) reproduce many of these effects but in this model, oriented divisions were maintained through cues provided by CDH1+ cell-cell junctions. These findings reveal a previously unknown effect of BRCA1 suppression on mechanisms that regulate the cell division axis in proliferating, non-transformed human mammary epithelial cells and consequent downstream effects on the mitotic integrity and phenotype control of their progeny. PMID:28427147

  12. BRCA1 controls the cell division axis and governs ploidy and phenotype in human mammary cells.

    PubMed

    He, Zhengcheng; Kannan, Nagarajan; Nemirovsky, Oksana; Chen, Helen; Connell, Marisa; Taylor, Brian; Jiang, Jihong; Pilarski, Linda M; Fleisch, Markus C; Niederacher, Dieter; Pujana, Miguel Angel; Eaves, Connie J; Maxwell, Christopher A

    2017-05-16

    BRCA1 deficiency may perturb the differentiation hierarchy present in the normal mammary gland and is associated with the genesis of breast cancers that are genomically unstable and typically display a basal-like transcriptome. Oriented cell division is a mechanism known to regulate cell fates and to restrict tumor formation. We now show that the cell division axis is altered following shRNA-mediated BRCA1 depletion in immortalized but non-tumorigenic, or freshly isolated normal human mammary cells with graded consequences in progeny cells that include aneuploidy, perturbation of cell polarity in spheroid cultures, and a selective loss of cells with luminal features. BRCA1 depletion stabilizes HMMR abundance and disrupts cortical asymmetry of NUMA-dynein complexes in dividing cells such that polarity cues provided by cell-matrix adhesions were not able to orient division. We also show that immortalized mammary cells carrying a mutant BRCA1 allele (BRCA1 185delAG/+) reproduce many of these effects but in this model, oriented divisions were maintained through cues provided by CDH1+ cell-cell junctions. These findings reveal a previously unknown effect of BRCA1 suppression on mechanisms that regulate the cell division axis in proliferating, non-transformed human mammary epithelial cells and consequent downstream effects on the mitotic integrity and phenotype control of their progeny.

  13. Differential Infectivity and Division of Toxoplasma gondii in Human Peripheral Blood Leukocytes

    PubMed Central

    Channon, Jacqueline Y.; Seguin, Rosanne M.; Kasper, Lloyd H.

    2000-01-01

    When tachyzoites were incubated with human peripheral blood leukocytes in vitro, more monocytes and dendritic cells than neutrophils or lymphocytes were infected. Although tachyzoites were able to divide in each of these cell types, monocytes and dendritic cells were more permissive to rapid tachyzoite division than neutrophils or lymphocytes. PMID:10899898

  14. 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...

  15. 16 CFR 1000.22 - Office of Human Resources Management.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

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

  16. 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...

  17. 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......

  18. Cultural Implications of Human Resource Development.

    ERIC Educational Resources Information Center

    Hiranpruk, Chaiskran

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

  19. Handbook on Human Resources: Recordkeeping and Analysis.

    ERIC Educational Resources Information Center

    Korb, Roslyn

    This handbook was undertaken in response to the needs expressed by the higher education community for a common language--common data categories and definitions--to describe the human resources of postsecondary education institutions, and is intended as a basic guide to help institutions develop analytically useful databases of faculty and staff to…

  20. Human Resource Development and Organizational Values

    ERIC Educational Resources Information Center

    Hassan, Arif

    2007-01-01

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

  1. Competency-Based Human Resource Development Strategy

    ERIC Educational Resources Information Center

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

    2004-01-01

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

  2. The Thinking Styles of Human Resource Practitioners

    ERIC Educational Resources Information Center

    Higgins, Paul; Zhang, Li-fang

    2009-01-01

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

  3. 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.

  4. Philosophical Foundations of Human Resource Development.

    ERIC Educational Resources Information Center

    Kuchinke, K. Peter

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

  5. 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)

  6. 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…

  7. 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…

  8. An Innovative Approach to Human Resource Development.

    ERIC Educational Resources Information Center

    Energy Research and Development Administration, Washington, DC. Div. of Labor Relations.

    This document describes the Technology Training Program (TTP) designed as an approach to human resource development. Objectives of the program include: (1) increasing the supply of technicians and paraprofessionals in energy and energy-related fields; (2) providing laboratory or industrial-based training experiences; (3) sharing TTP instructional…

  9. Managing human resources to improve employee retention.

    PubMed

    Arnold, Edwin

    2005-01-01

    Managers face increased challenges as the demand for health care services increases while the supply of employees with the requisite skills continues to lag. Employee retention will become more important in the effort to service health care needs. Appropriate human resource management strategies and policies implemented effectively can significantly assist managers in dealing with the employee retention challenges ahead.

  10. Human Resource Development for International Operation.

    ERIC Educational Resources Information Center

    Coulson-Thomas, Colin J.

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

  11. Integrating Oracle Human Resources with Other Modules

    NASA Technical Reports Server (NTRS)

    Sparks, Karl; Shope, Shawn

    1998-01-01

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

  12. The Thinking Styles of Human Resource Practitioners

    ERIC Educational Resources Information Center

    Higgins, Paul; Zhang, Li-fang

    2009-01-01

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

  13. The Dictionary for Human Resource Development.

    ERIC Educational Resources Information Center

    Smith, Douglas H., Comp.

    This dictionary lists and defines approximately 360 words and phrases used in the field of human resource development (HRD). It reflects the opinions and collective expertise of a diverse range of HRD practitioners and faculty. The words and phrases selected were drawn from a search of more than 300 current and recent texts and 10 periodicals in…

  14. A Proposed Human Resources Development Plan.

    ERIC Educational Resources Information Center

    Lake Tahoe Community Coll. District, South Lake Tahoe, CA.

    Lake Tahoe Community College's (LTCC's) Human Resources Development Program is designed to foster professional development through in-service activities for instructional, administrative, classified employees, and the governing board. The comprehensive program is intended to support the instructional process, improve student success, enhance…

  15. Human Resource Planning: An Introduction. Report 312.

    ERIC Educational Resources Information Center

    Reilly, Peter

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

  16. Evaluating the Impact of Human Resource Development.

    ERIC Educational Resources Information Center

    1999

    These four papers are from a symposium on evaluating the impact of human resource development (HRD). "Pre-Job Training and the Earnings of High-Tech Employees in Taiwan" (Tung-Chun Huang) reports on a study that concludes that public training programs have no impact on participants' earnings in later jobs, but participation in private…

  17. Metrolink: Developing Human Resources through Metropolitan Collaboration.

    ERIC Educational Resources Information Center

    Institute for Educational Leadership, Washington, DC.

    The MetroLink project supported and studied the process of collaboration for human resource development in American metropolitan areas. The project was conducted in 1984 and 1985 in the following eight metropolitan areas: Atlanta, Georgia; Boston, Massachusetts; Hartford, Connecticut; Indianapolis, Indiana; Louisville, Kentucky; Minneapolis,…

  18. Polarity and cell division orientation in the cleavage embryo: from worm to human

    PubMed Central

    Ajduk, Anna; Zernicka-Goetz, Magdalena

    2016-01-01

    Cleavage is a period after fertilization, when a 1-cell embryo starts developing into a multicellular organism. Due to a series of mitotic divisions, the large volume of a fertilized egg is divided into numerous smaller, nucleated cells—blastomeres. Embryos of different phyla divide according to different patterns, but molecular mechanism of these early divisions remains surprisingly conserved. In the present paper, we describe how polarity cues, cytoskeleton and cell-to-cell communication interact with each other to regulate orientation of the early embryonic division planes in model animals such as Caenorhabditis elegans, Drosophila and mouse. We focus particularly on the Par pathway and the actin-driven cytoplasmic flows that accompany it. We also describe a unique interplay between Par proteins and the Hippo pathway in cleavage mammalian embryos. Moreover, we discuss the potential meaning of polarity, cytoplasmic dynamics and cell-to-cell communication as quality biomarkers of human embryos. PMID:26660321

  19. ER-mitochondria contacts couple mtDNA synthesis with mitochondrial division in human cells.

    PubMed

    Lewis, Samantha C; Uchiyama, Lauren F; Nunnari, Jodi

    2016-07-15

    Mitochondrial DNA (mtDNA) encodes RNAs and proteins critical for cell function. In human cells, hundreds to thousands of mtDNA copies are replicated asynchronously, packaged into protein-DNA nucleoids, and distributed within a dynamic mitochondrial network. The mechanisms that govern how nucleoids are chosen for replication and distribution are not understood. Mitochondrial distribution depends on division, which occurs at endoplasmic reticulum (ER)-mitochondria contact sites. These sites were spatially linked to a subset of nucleoids selectively marked by mtDNA polymerase and engaged in mtDNA synthesis--events that occurred upstream of mitochondrial constriction and division machine assembly. Our data suggest that ER tubules proximal to nucleoids are necessary but not sufficient for mtDNA synthesis. Thus, ER-mitochondria contacts coordinate licensing of mtDNA synthesis with division to distribute newly replicated nucleoids to daughter mitochondria.

  20. ER-mitochondria contacts couple mtDNA synthesis with mitochondrial division in human cells

    PubMed Central

    Lewis, Samantha C.; Uchiyama, Lauren F.; Nunnari, Jodi

    2017-01-01

    Mitochondrial DNA (mtDNA) encodes RNAs and proteins critical for cell function. In human cells, 100–1000s mtDNA copies are replicated asynchronously, packaged into protein-DNA nucleoids, and distributed within a dynamic mitochondrial network. The mechanisms that govern how nucleoids are chosen for replication and distribution are not understood. Mitochondrial distribution depends on division, which occurs at endoplasmic reticulum (ER)-mitochondria contact sites. These sites were spatially linked to a subset of nucleoids selectively marked by mtDNA polymerase and engaged in mtDNA synthesis, events that occurred upstream of mitochondrial constriction and division machine assembly. Our data suggest that ER tubules proximal to nucleoids were necessary but not sufficient for mtDNA synthesis. Thus, ER-mitochondria contacts coordinate licensing of mtDNA synthesis with division to distribute newly replicated nucleoids to daughter mitochondria. PMID:27418514

  1. 75 FR 1616 - Post-2010 Resource Pool, Pick-Sloan Missouri Basin Program-Eastern Division

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-01-12

    ... (Power Allocation) to fulfill the requirements of the Energy Planning and Management Program (Program). The Power Allocation comes from a Federal power resource pool of the long-term marketable resource of... Western's long-term firm power customers and to extend Western's firm power resource commitments....

  2. Responding to the global human resources crisis.

    PubMed

    Narasimhan, Vasant; Brown, Hilary; Pablos-Mendez, Ariel; Adams, Orvill; Dussault, Gilles; Elzinga, Gijs; Nordstrom, Anders; Habte, Demissie; Jacobs, Marian; Solimano, Giorgio; Sewankambo, Nelson; Wibulpolprasert, Suwit; Evans, Timothy; Chen, Lincoln

    2004-05-01

    The global community is in the midst of a growing response to health crises in developing countries, which is focused on mobilising financial resources and increasing access to essential medicines. However, the response has yet to tackle the most important aspect of health-care systems--the people that make them work. Human resources for health--the personnel that deliver public-health, clinical, and environmental services--are in disarray and decline in much of the developing world, particularly in sub-Saharan Africa. The reasons behind this disorder are complex. For decades, efforts have focused on building training institutions. What is becoming increasingly clear, however, is that issues of supply, demand, and mobility (transnational, regional, and local) are central to the human-resource problem. Without substantial improvements in workforces, newly mobilised funds and commodities will not deliver on their promise. The global community needs to engage in four core strategies: raise the profile of the issue of human resources; improve the conceptual base and statistical evidence available to decision makers; collect, share, and learn from country experiences; and begin to formulate and enact policies at the country level that affect all aspects of the crisis.

  3. Human milk: an invisible food resource.

    PubMed

    Hatløy, A; Oshaug, A

    1997-12-01

    Human milk is an invaluable food resource for infants and young children in Sub-Saharan Africa. Statistics on production of human milk at local and national levels are lacking. In this article, estimates of the quantity of human milk production in Mali, Senegal, Nigeria, and Zimbabwe were calculated. Annual production in the urban and rural areas in Mali was 13 and 17 kg per capita, respectively. National annual median production ranged from 93,000 (Zimbabwe) to 1.3 million metric tons (Nigeria), and from 9 (Zimbabwe) to 15 kg per capita (Mali). Given a value of (US)$1 per liter, inclusion of human milk in calculations of the gross national product (GNP) for these countries would increase this value by more than 5% for Mali, and nearly 2% for Senegal. Human milk is a significant food source to children in this region and should be included in national food statistics due to its nutritional and economic importance.

  4. Shared resource control between human and computer

    NASA Technical Reports Server (NTRS)

    Hendler, James; Wilson, Reid

    1989-01-01

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

  5. Evidence of asymmetric cell division and centrosome inheritance in human neuroblastoma cells.

    PubMed

    Izumi, Hideki; Kaneko, Yasuhiko

    2012-10-30

    Asymmetric cell division (ACD) is believed to be a physiological event that occurs during development and tissue homeostasis in a large variety of organisms. ACD produces two unequal daughter cells, one of which resembles a multipotent stem and/or progenitor cell, whereas the other has potential for differentiation. Although recent studies have shown that the balance between self-renewal and differentiation potentials is precisely controlled and that alterations in the balance may lead to tumorigenesis in Drosophila neuroblasts, it is largely unknown whether human cancer cells directly show ACD in an evolutionarily conserved manner. Here, we show that the conserved polarity/spindle protein NuMA is preferentially localized to one side of the cell cortex during cell division, generating unequal inheritance of fate-altering molecules in human neuroblastoma cell lines. We also show that the cells with a single copy of MYCN showed significantly higher percentages of ACD than those with MYCN amplification. Moreover, suppression of MYCN in MYCN-amplified cells caused ACD, whereas expression of MYCN in MYCN-nonamplified cells enhanced symmetric cell division. Furthermore, we demonstrate that centrosome inheritance follows a definite rule in ACD: The daughter centrosome with younger mother centriole is inherited to the daughter cell with NuMA preferentially localized to the cell cortex, whereas the mother centrosome with the older mother centriole migrates to the other daughter cell. Thus, the mechanisms of cell division of ACD or symmetric cell division and centrosome inheritance are recapitulated in human cancer cells, and these findings may facilitate studies on cancer stem cells.

  6. Human resources for health: overcoming the crisis.

    PubMed

    Chen, Lincoln; Evans, Timothy; Anand, Sudhir; Boufford, Jo Ivey; Brown, Hilary; Chowdhury, Mushtaque; Cueto, Marcos; Dare, Lola; Dussault, Gilles; Elzinga, Gijs; Fee, Elizabeth; Habte, Demissie; Hanvoravongchai, Piya; Jacobs, Marian; Kurowski, Christoph; Michael, Sarah; Pablos-Mendez, Ariel; Sewankambo, Nelson; Solimano, Giorgio; Stilwell, Barbara; de Waal, Alex; Wibulpolprasert, Suwit

    In this analysis of the global workforce, the Joint Learning Initiative-a consortium of more than 100 health leaders-proposes that mobilisation and strengthening of human resources for health, neglected yet critical, is central to combating health crises in some of the world's poorest countries and for building sustainable health systems in all countries. Nearly all countries are challenged by worker shortage, skill mix imbalance, maldistribution, negative work environment, and weak knowledge base. Especially in the poorest countries, the workforce is under assault by HIV/AIDS, out-migration, and inadequate investment. Effective country strategies should be backed by international reinforcement. Ultimately, the crisis in human resources is a shared problem requiring shared responsibility for cooperative action. Alliances for action are recommended to strengthen the performance of all existing actors while expanding space and energy for fresh actors.

  7. An Effective Division of Labor Between Human and Robotic Agents Performing a Cooperative Assembly Task

    NASA Technical Reports Server (NTRS)

    Rehnmark, Fredrik; Bluethmann, William; Rochlis, Jennifer; Huber, Eric; Ambrose, Robert

    2003-01-01

    NASA's Human Space Flight program depends heavily on spacewalks performed by human astronauts. These so-called extra-vehicular activities (EVAs) are risky, expensive and complex. Work is underway to develop a robotic astronaut's assistant that can help reduce human EVA time and workload by delivering human-like dexterous manipulation capabilities to any EVA worksite. An experiment is conducted to evaluate human-robot teaming strategies in the context of a simplified EVA assembly task in which Robonaut, a collaborative effort with the Defense Advanced Research Projects Agency (DARPA), an anthropomorphic robot works side-by-side with a human subject. Team performance is studied in an effort to identify the strengths and weaknesses of each teaming configuration and to recommend an appropriate division of labor. A shared control approach is developed to take advantage of the complementary strengths of the human teleoperator and robot, even in the presence of significant time delay.

  8. Strategies and resources of mode-division-multiplexed optical fibre transmission based on LP and orbital angular momentum modes

    NASA Astrophysics Data System (ADS)

    Hu, Ziyang; Liu, Jie; Wang, Xuyang; Zhu, Jiangbo; Yu, Siyuan

    2017-01-01

    We present research into the capacity and spectral efficiency of various spatial and mode division multiplexed transmission schemes in multimode optical fibres, including MIMO schemes based linearly polarized (LP) modes and orbital angular momentum (OAM) modes. We estimate their spectral efficiency by calculating the transmission matrix and considering mode coupling under different schemes. We also consider the signal-processing prefix for LP-MIMO and OAM based technologies to calculate the effective spectral efficiency. Simulation results show LP-MIMO using step-index fibre can support higher spectral efficiency than both LP-MIMO with graded-index fibre and OAM, while LP-MIMO with gradedindex fibre has similar levels of spectral efficiency as OAM. We further compare the computational resources required to support the signal processing algorithms in order to achieve certain amount of capacity or spectral efficiency and reveal the scaling of computational resources with capacity in different MDM schemes. Considering the implementation of MIMO algorithms and any processing required to support spatial light modulator (SLM) based optical crosstalk equalization schemes, we demonstrate that OAM-based MDM has the lowest computational resource requirement and offers a much higher spectral efficiency with limited computational resource in both processing power and memory size requirements resulting from intermodal group velocity dispersion in multimode fibres. We also show that OAM based schemes could save significant signal processing energy overhead due to its low computational resource requirement.

  9. 10 CFR 1.39 - Office of Human Resources.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 10 Energy 1 2011-01-01 2011-01-01 false Office of Human Resources. 1.39 Section 1.39 Energy... § 1.39 Office of Human Resources. The Office of Human Resources— (a) Plans and implements NRC policies... agency's human resources; (b) Provides labor relations and personnel policy guidance and...

  10. 10 CFR 1.39 - Office of Human Resources.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 10 Energy 1 2010-01-01 2010-01-01 false Office of Human Resources. 1.39 Section 1.39 Energy... § 1.39 Office of Human Resources. The Office of Human Resources— (a) Plans and implements NRC policies... agency's human resources; (b) Provides labor relations and personnel policy guidance and...

  11. 10 CFR 1.39 - Office of Human Resources.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 10 Energy 1 2013-01-01 2013-01-01 false Office of Human Resources. 1.39 Section 1.39 Energy... § 1.39 Office of Human Resources. The Office of Human Resources— (a) Plans and implements NRC policies... agency's human resources; (b) Provides labor relations and personnel policy guidance and supporting...

  12. 10 CFR 1.39 - Office of Human Resources.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 10 Energy 1 2012-01-01 2012-01-01 false Office of Human Resources. 1.39 Section 1.39 Energy... § 1.39 Office of Human Resources. The Office of Human Resources— (a) Plans and implements NRC policies... agency's human resources; (b) Provides labor relations and personnel policy guidance and supporting...

  13. [Human resources for local health systems].

    PubMed

    Linger, C

    1989-01-01

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

  14. Water Resources Research October 1, 1979 - September 30, 1980: Summary statements of research activities by the Water Resources Division

    USGS Publications Warehouse

    ,

    1981-01-01

    Research in the WRD had its beginnings in the late 1950's when the "core research" line item was added to the Congressional budget. Since this time the Federal program has grown from a "basic sciences" program to one that includes a broad spectrum of basic and applied scientific investigations. Water resources research in WRD includes the study of water in all its phases and uses the basic sciences of mathematics, chemistry, physics, biology, geology and engineering to gain a fundamental understanding of the processes that affect the movement of water and its chemical constituents through hydrologic systems. The basic knowledge and methodologies derived from water resources research are applicable not only to the solution of current problems associated with the Nation's water resources, but also to anticipated hydrologic issues.

  15. Human resources for health in India.

    PubMed

    Rao, Mohan; Rao, Krishna D; Kumar, A K Shiva; Chatterjee, Mirai; Sundararaman, Thiagarajan

    2011-02-12

    India has a severe shortage of human resources for health. It has a shortage of qualified health workers and the workforce is concentrated in urban areas. Bringing qualified health workers to rural, remote, and underserved areas is very challenging. Many Indians, especially those living in rural areas, receive care from unqualified providers. The migration of qualified allopathic doctors and nurses is substantial and further strains the system. Nurses do not have much authority or say within the health system, and the resources to train them are still inadequate. Little attention is paid during medical education to the medical and public health needs of the population, and the rapid privatisation of medical and nursing education has implications for its quality and governance. Such issues are a result of underinvestment in and poor governance of the health sector--two issues that the government urgently needs to address. A comprehensive national policy for human resources is needed to achieve universal health care in India. The public sector will need to redesign appropriate packages of monetary and non-monetary incentives to encourage qualified health workers to work in rural and remote areas. Such a policy might also encourage task-shifting and mainstreaming doctors and practitioners who practice traditional Indian medicine (ayurveda, yoga and naturopathy, unani, and siddha) and homoeopathy to work in these areas while adopting other innovative ways of augmenting human resources for health. At the same time, additional investments will be needed to improve the relevance, quantity, and quality of nursing, medical, and public health education in the country.

  16. 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.

  17. Building a Human Resource System. Marketing Community Education.

    ERIC Educational Resources Information Center

    Gallagher, Karen S.

    1990-01-01

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

  18. 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)

  19. Human Resource Development in Europe--At the Crossroads.

    ERIC Educational Resources Information Center

    Nyhan, Barry

    2002-01-01

    Two competing human resource management theories are the humanistic developmental approach, which compliments mainstream European traditions, and the instrumental-utilitarian perspective, a response to increasing globalization. Human resource development policymakers in Europe are currently debating these two approaches. (SK)

  20. Human metabolic atlas: an online resource for human metabolism.

    PubMed

    Pornputtapong, Natapol; Nookaew, Intawat; Nielsen, Jens

    2015-01-01

    Human tissue-specific genome-scale metabolic models (GEMs) provide comprehensive understanding of human metabolism, which is of great value to the biomedical research community. To make this kind of data easily accessible to the public, we have designed and deployed the human metabolic atlas (HMA) website (http://www.metabolicatlas.org). This online resource provides comprehensive information about human metabolism, including the results of metabolic network analyses. We hope that it can also serve as an information exchange interface for human metabolism knowledge within the research community. The HMA consists of three major components: Repository, Hreed (Human REaction Entities Database) and Atlas. Repository is a collection of GEMs for specific human cell types and human-related microorganisms in SBML (System Biology Markup Language) format. The current release consists of several types of GEMs: a generic human GEM, 82 GEMs for normal cell types, 16 GEMs for different cancer cell types, 2 curated GEMs and 5 GEMs for human gut bacteria. Hreed contains detailed information about biochemical reactions. A web interface for Hreed facilitates an access to the Hreed reaction data, which can be easily retrieved by using specific keywords or names of related genes, proteins, compounds and cross-references. Atlas web interface can be used for visualization of the GEMs collection overlaid on KEGG metabolic pathway maps with a zoom/pan user interface. The HMA is a unique tool for studying human metabolism, ranging in scope from an individual cell, to a specific organ, to the overall human body. This resource is freely available under a Creative Commons Attribution-NonCommercial 4.0 International License.

  1. Many Private Mutations Originate From The First Few Divisions Of A Human Colorectal Adenoma

    PubMed Central

    Kang, Haeyoun; Salomon, Matthew P.; Sottoriva, Andrea; Zhao, Junsong; Toy, Morgan; Press, Michael F.; Curtis, Christina; Marjoram, Paul; Siegmund, Kimberly; Shibata, Darryl

    2015-01-01

    Intratumoral mutational heterogeneity (ITH) or the presence of different private mutations in different parts of the same tumor is commonly observed in human tumors. The mechanisms generating such ITH are uncertain. Here we find ITH can be remarkably well-structured by measuring point mutations, chromosome copy numbers and DNA passenger methylation from opposite sides and individual glands of a 6 cm human colorectal adenoma. ITH was present between tumor sides and individual glands, but the private mutations were side specific and subdivided the adenoma into two major subclones. Furthermore, ITH disappeared within individual glands because the glands were clonal populations composed of cells with identical mutant genotypes. Despite mutation clonality, the glands were relatively old, diverse populations when their individual cells were compared for passenger methylation and by FISH. These observations can be organized into an expanding star-like ancestral tree with co-clonal expansion, where many private mutations and multiple related clones arise during the first few divisions. As a consequence, most detectable mutational ITH in the final tumor originates from the first few divisions. Much of the early history of a tumor, especially the first few divisions, may be embedded within the detectable ITH of tumor genomes. PMID:26119426

  2. 20 CFR 628.215 - State Human Resource Investment Council.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

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

  3. 20 CFR 628.215 - State Human Resource Investment Council.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

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

  4. 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…

  5. 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…

  6. 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…

  7. Joy Osborne, MS, MPA | Division of Cancer Prevention

    Cancer.gov

    Joy Osborne is the ARC Director for the Division of Cancer Prevention and the Division of Cancer Control and Population Sciences. The ARC (Administrative Resource Center) provides services to DCP in the areas of budget, contracts, grants, human resources, travel, space and facilities, and other administrative areas. Joy came to NCI in 1992 as a Presidential Management Intern and has worked with many of the NCI Divisions in both intramural and extramural. |

  8. Human Resources Data in Weapon System Design: An Initial Plan for Development of a Unified Data Base.

    DTIC Science & Technology

    1980-11-01

    particular HRF. Reliability and maintainability are the HRF most frequently con- sidered, with ground support equipment (GSE) and ground support man- power ...systems. AFHRL-TR-75-64, AD-A019 553, Wright-Patterson AFB, Ohio: Ad- vanced Systens Division, Air Force Human Resources Laboratory, December 1975. 47

  9. AFHRL/FT [Air Force Human Resources Laboratory/Flight Training] Capabilities in Undergraduate Pilot Training Simulation Research: Executive Summary.

    ERIC Educational Resources Information Center

    Matheny, W. G.; And Others

    The document presents a summary description of the Air Force Human Resource Laboratory's Flying Training Division (AFHRL/FT) research capabilities for undergraduate pilot training. One of the research devices investigated is the Advanced Simulator for Undergraduate Pilot Training (ASUPT). The equipment includes the ASUPT, the instrumented T-37…

  10. Canadian human resource needs in vascular surgery

    PubMed Central

    Harris, Kenneth A.; Provan, John L.

    1998-01-01

    Objective To outline the distribution of vascular surgeons in Canada and to determine the present and future human resource needs in vascular surgery practice in Canada. Design Voluntary questionnaires sent to all members of the Canadian Society for Vascular Surgery (CSVS), the administrators of hospitals in Canada with more than 100 beds, and interrogation of the membership database of the CSVS. Main outcome measures The perceived present and future needs for fulltime and part-time vascular surgeons, determined by a variety of methods. Participants One hundred and forty active members of the CSVS and administrators of 120 hospitals. Main results From the CSVS members 62 responses were received from those residing in Canada, revealing 47 fulltime vascular (more than 75% of the practice) surgeons working with 0 to 5 colleagues (mean 1.8 [SD 1.3]). Fifteen responding surgeons combined the practice of vascular surgery with another specialty. Perceived immediate needs were 24 surgeons, with 42 required in 4.8 (1.8) years. Of 120 hospitals offering vascular surgery services, 90 stated that they met the needs of their community; however, additional immediate manpower requirements totalled 27 surgeons. Hospital administrators predicted a need of 55 additional vascular surgeons in a mean of 5.5 (4.6) years. Over 85% of hospitals stated that they had the resources to support the currently practising surgeons and their immediately required additions. Conclusions Prediction of the need for additional vascular surgeons should be based on an estimated retirement age of 65 years, with an adjustment for the increasing percentage of the Canadian population reaching the age of 60 years. All methodologies used in this study predict the need for additional human resources in vascular surgery. The need for continued training of new vascular surgeons is apparent, but the optimal number of trainees per year is less clear. PMID:9492746

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

    ERIC Educational Resources Information Center

    Sincoff, Michael Z.; Owen, Crystal L.

    2004-01-01

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

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

    ERIC Educational Resources Information Center

    Sincoff, Michael Z.; Owen, Crystal L.

    2004-01-01

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

  13. 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 &…

  14. 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 &…

  15. 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 &…

  16. 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 &…

  17. 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 &…

  18. 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 &…

  19. 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 &…

  20. Human Factors in Training - Space Flight Resource Management Training

    NASA Technical Reports Server (NTRS)

    Bryne, Vicky; Connell, Erin; Barshi, Immanuel; Arsintescu, L.

    2009-01-01

    . Work on SFRM training has been conducted in collaboration with the Expedition Vehicle Division at the Mission Operations Directorate (MOD) and with United Space Alliance (USA) which provides training to Flight Controllers. The space flight resource management training work is part of the Human Factors in Training Directed Research Project (DRP) of the Space Human Factors Engineering (SHFE) Project under the Space Human Factors and Habitability (SHFH) Element of the Human Research Program (HRP). Human factors researchers at the Ames Research Center have been investigating team work and distributed decision making processes to develop a generic SFRM training framework for flight controllers. The work proposed for FY10 continues to build on this strong collaboration with MOD and the USA Training Group as well as previous research in relevant domains such as aviation. In FY10, the work focuses on documenting and analyzing problem solving strategies and decision making processes used in MCC by experienced FCers.

  1. Human Factors in Training - Space Flight Resource Management Training

    NASA Technical Reports Server (NTRS)

    Bryne, Vicky; Connell, Erin; Barshi, Immanuel; Arsintescu, L.

    2009-01-01

    . Work on SFRM training has been conducted in collaboration with the Expedition Vehicle Division at the Mission Operations Directorate (MOD) and with United Space Alliance (USA) which provides training to Flight Controllers. The space flight resource management training work is part of the Human Factors in Training Directed Research Project (DRP) of the Space Human Factors Engineering (SHFE) Project under the Space Human Factors and Habitability (SHFH) Element of the Human Research Program (HRP). Human factors researchers at the Ames Research Center have been investigating team work and distributed decision making processes to develop a generic SFRM training framework for flight controllers. The work proposed for FY10 continues to build on this strong collaboration with MOD and the USA Training Group as well as previous research in relevant domains such as aviation. In FY10, the work focuses on documenting and analyzing problem solving strategies and decision making processes used in MCC by experienced FCers.

  2. The resources of Mars for human settlement.

    PubMed

    Meyer, T R; McKay, C P

    1989-01-01

    Spacecraft exploration of Mars has shown that the essential resources necessary for life support are present on the martian surface. The key life-support compounds O2, N2, and H2O are available on Mars. The soil could be used as radiation shielding and could provide many useful industrial and construction materials. Compounds with high chemical energy, such as rocket fuels, can be manufactured in-situ on Mars. Solar power, and possibly wind power, are available and practical on Mars. Preliminary engineering studies indicate that fairly autonomous processes can be designed to extract and stockpile Martian consumables. The ability to utilize these materials in support of a human exploration effort allows missions that are more robust and economical than would otherwise be possible.

  3. 42 CFR 486.326 - Condition: Human resources.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 42 Public Health 5 2010-10-01 2010-10-01 false Condition: Human resources. 486.326 Section 486.326 Public Health CENTERS FOR MEDICARE & MEDICAID SERVICES, DEPARTMENT OF HEALTH AND HUMAN SERVICES... Organizations Organ Procurement Organization Process Performance Measures § 486.326 Condition: Human resources...

  4. 42 CFR 486.326 - Condition: Human resources.

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... 42 Public Health 5 2014-10-01 2014-10-01 false Condition: Human resources. 486.326 Section 486.326 Public Health CENTERS FOR MEDICARE & MEDICAID SERVICES, DEPARTMENT OF HEALTH AND HUMAN SERVICES... Organizations Organ Procurement Organization Process Performance Measures § 486.326 Condition: Human resources...

  5. 42 CFR 486.326 - Condition: Human resources.

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... 42 Public Health 5 2012-10-01 2012-10-01 false Condition: Human resources. 486.326 Section 486.326 Public Health CENTERS FOR MEDICARE & MEDICAID SERVICES, DEPARTMENT OF HEALTH AND HUMAN SERVICES... Organizations Organ Procurement Organization Process Performance Measures § 486.326 Condition: Human resources...

  6. 42 CFR 486.326 - Condition: Human resources.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... 42 Public Health 5 2013-10-01 2013-10-01 false Condition: Human resources. 486.326 Section 486.326 Public Health CENTERS FOR MEDICARE & MEDICAID SERVICES, DEPARTMENT OF HEALTH AND HUMAN SERVICES... Organizations Organ Procurement Organization Process Performance Measures § 486.326 Condition: Human resources...

  7. 42 CFR 486.326 - Condition: Human resources.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... 42 Public Health 5 2011-10-01 2011-10-01 false Condition: Human resources. 486.326 Section 486.326 Public Health CENTERS FOR MEDICARE & MEDICAID SERVICES, DEPARTMENT OF HEALTH AND HUMAN SERVICES... Organizations Organ Procurement Organization Process Performance Measures § 486.326 Condition: Human resources...

  8. A New Competitive Weapon: The Human Resource Strategy.

    ERIC Educational Resources Information Center

    Hax, Arnoldo C.

    1985-01-01

    Outlines a methodology that enables managers to translate the basic principles of human resource strategy into pragmatic and concrete action programs. The methodology includes providing framework for strategic decision making; ensuring linkage between corporate, business, and human resource strategies; conducting audit of the human resource…

  9. Developing Resourceful Humans. Adult Education within the Economic Context.

    ERIC Educational Resources Information Center

    Burton, Lynn Elen, Ed.

    This book, which explores the shifting paradigm from human resource development to developing resourceful humans, establishes the historical position of adult education within the economic context, discusses human capital propositions, and examines the learning dimensions of economic and educational change. The following chapters are included:…

  10. Human Resources Command Dedicated to Serving Soldiers

    DTIC Science & Technology

    2012-01-01

    parenthood , 6) Pregnancies in- volving threatened miscarriage, breech birth, cesarean section, or Rhesus factor incompatibility of spouse, 7) The...Over his career he has held a variety of leadership and staff assignments including: battalion commander, corps and division G-6 plans officer

  11. 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.

  12. Copyright: A Guide for Public Humanities Projects. Federation Resources 3.

    ERIC Educational Resources Information Center

    Rozeen, Mark

    As public humanities programs increasingly make use of media products, an understanding of copyrights is essential. Some problems pertaining to copyrights may be alleviated by advanced planning, a clear division of responsibilities, and by using reason to determine that policies are workable and fair. The problem involves a growing…

  13. Human Resource Development's Role in Women's Career Progress.

    ERIC Educational Resources Information Center

    McDonald, Kimberly S.; Hite, Linda M.

    1998-01-01

    Describes opportunities and concerns involved in four human-resource development initiatives for enhancing women's career development: mentoring, training, career planning, and informal learning. (SK)

  14. 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.

  15. 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.

  16. Self-interaction of human Pex11pβ during peroxisomal growth and division.

    PubMed

    Bonekamp, Nina A; Grille, Sandra; Cardoso, Maria Joao; Almeida, Monica; Aroso, Miguel; Gomes, Silvia; Magalhaes, Ana Cristina; Ribeiro, Daniela; Islinger, Markus; Schrader, Michael

    2013-01-01

    Pex11 proteins are involved in membrane elongation and division processes associated with the multiplication of peroxisomes. Human Pex11pβ has recently been linked to a new disorder affecting peroxisome morphology and dynamics. Here, we have analyzed the exact membrane topology of Pex11pβ. Studies with an epitope-specific antibody and protease protection assays show that Pex11pβ is an integral membrane protein with two transmembrane domains flanking an internal region exposed to the peroxisomal matrix and N- and C-termini facing the cytosol. A glycine-rich internal region within Pex11pβ is dispensable for peroxisome membrane elongation and division. However, we demonstrate that an amphipathic helix (Helix 2) within the first N-terminal 40 amino acids is crucial for membrane elongation and self-interaction of Pex11pβ. Interestingly, we find that Pex11pβ self-interaction strongly depends on the detergent used for solubilization. We also show that N-terminal cysteines are not essential for membrane elongation, and that putative N-terminal phosphorylation sites are dispensable for Pex11pβ function. We propose that self-interaction of Pex11pβ regulates its membrane deforming activity in conjunction with membrane lipids.

  17. Self-Interaction of Human Pex11pβ during Peroxisomal Growth and Division

    PubMed Central

    Almeida, Monica; Aroso, Miguel; Gomes, Silvia; Magalhaes, Ana Cristina; Ribeiro, Daniela; Islinger, Markus; Schrader, Michael

    2013-01-01

    Pex11 proteins are involved in membrane elongation and division processes associated with the multiplication of peroxisomes. Human Pex11pβ has recently been linked to a new disorder affecting peroxisome morphology and dynamics. Here, we have analyzed the exact membrane topology of Pex11pβ. Studies with an epitope-specific antibody and protease protection assays show that Pex11pβ is an integral membrane protein with two transmembrane domains flanking an internal region exposed to the peroxisomal matrix and N- and C-termini facing the cytosol. A glycine-rich internal region within Pex11pβ is dispensable for peroxisome membrane elongation and division. However, we demonstrate that an amphipathic helix (Helix 2) within the first N-terminal 40 amino acids is crucial for membrane elongation and self-interaction of Pex11pβ. Interestingly, we find that Pex11pβ self-interaction strongly depends on the detergent used for solubilization. We also show that N-terminal cysteines are not essential for membrane elongation, and that putative N-terminal phosphorylation sites are dispensable for Pex11pβ function. We propose that self-interaction of Pex11pβ regulates its membrane deforming activity in conjunction with membrane lipids. PMID:23308220

  18. Governance and human resources for health.

    PubMed

    Dieleman, Marjolein; Hilhorst, Thea

    2011-11-24

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

  19. Human resources and their possible forensic meanings.

    PubMed

    Russo, Andrea; Urlić, Ivan; Kasum, Josip

    2015-09-01

    Forensics (forensic--before the Forum) means the application of knowledge from different scientific fields in order to define facts in judicial and/or administrative procedures. Nowadays forensics, besides this, finds its application even in different economic processes. For example, forensics enters the commercial areas of business intelligence and of different security areas. The European Commission recognized the importance of forensics, and underscored the importance of development of its scientific infrastructure in member States. We are witnessing the rise of various tragedies in economic and other kinds of processes. Undoubtedly, the world is increasingly exposed to various forms of threats whose occurrences regularly involve people. In this paper we are proposing the development of a new approach in the forensic assessment of the state of human resources. We are suggesting that in the focus should be the forensic approach in the psychological assessment of awareness of the individual and of the critical infrastructure sector operator (CISO) in determining the level of actual practical, rather than formal knowledge of an individual in a particular field of expertise, or in a specific scientific field, and possible forensic meanings.

  20. [HUMAN RESOURCES MANAGEMENT BASED ON COMPETENCIES].

    PubMed

    Larumbe Andueza, Ma Carmen; De Mendoza Cánton, Juana Hermoso

    2016-05-01

    We are living in a time with a lot of changes in which health organizations have more challenges to face. One of them is to recognize, strengthen, develop and retain the talent they have. Competency-based human resources management is emerging as a tool that contributes to achieve that aim. Competencies from the generic or characteristic perspective: personality traits, values and motivations, which are deeply rooted in the person. Through elaborating a competencies map for the organization, and identifying the job competencies profile, above all in key jobs, the employees know what it is going to expect from them. After, detect and cover the learning needs, it is possible to achieve better adjust between worker-job. The nursing unit manager is a key job because it is a link between management team and nursing team. The way that it is performed, it will have impact on the quality of care and its team motivation. So, the most adequate person who covers this job would have a part of knowledge, skills, attitudes and compatible interests with her job. Competency-based management helps identify both the potential and learning needs to performing this job.

  1. Human resources in the 1980s.

    PubMed

    Mills, D Q

    1979-01-01

    As the decade of the 1970s closes, new trends in human resources will test the ingenuity of corporate planners to produce policies for the 1980s that will match changing corporate demands with changing employee expectations. The 1970s have produced much-publicized problems--for example, the introduction to the work force of larger numbers of minorities and women--that are not yet fully resolved and that can be expected to continue. But the 1980s will bring their own special challenges. Shifting populations (such as legal and illegal immigrants), the women's movement's demand for equal pay for work of comparable worth, and the push for civil liberties at the workplace are all factors that will dramatically change the business climate. With these factors in mind, the author examines the 1980s' business environment, takes a backward look at planning policies in the 1970s, and shows how the priorities of those policies will have to be reevaluated to meet the challenges of the future.

  2. Governance and human resources for health

    PubMed Central

    2011-01-01

    Despite an increase in efforts to address shortage and performance of Human Resources for Health (HRH), HRH problems continue to hamper quality service delivery. We believe that the influence of governance is undervalued in addressing the HRH crisis, both globally and at country level. This thematic series has aimed to expand the evidence base on the role of governance in addressing the HRH crisis. The six articles comprising the series present a range of experiences. The articles report on governance in relation to developing a joint vision, building adherence and strengthening accountability, and on governance with respect to planning, implementation, and monitoring. Other governance issues warrant attention as well, such as corruption and transparency in decision-making in HRH policies and strategies. Acknowledging and dealing with governance should be part and parcel of HRH planning and implementation. To date, few experiences have been shared on improving governance for HRH policy making and implementation, and many questions remain unanswered. There is an urgent need to document experiences and for mutual learning. PMID:22115191

  3. Air Force Human Resources Laboratory Mission and Capabilities,

    DTIC Science & Technology

    1988-01-01

    the behaviors ), and MCE system is approxi- development of a way to predict changes mately 80 percent complete. Coding of in operation, training, and...DPPES), and the Human Systems work centers, conducted task analyses, Division of Air Force Systems Command is and developed behavioral objectives...trained in the behavioral sciences, technical, and support personnel and has including psychology and human factors; an annual budget of approximately $7

  4. Publications of the U.S. Geological Survey, Water Resources Division, for Puerto Rico and the U.S. Virgin Islands, 1946-1984

    USGS Publications Warehouse

    Quinones-Marques, Ferdinand; Lopez, Marisol

    1984-01-01

    A bibliography of water-resources investigations conducted by the U.S. Geological Survey, Water Resources Division in Puerto Rico and the U.S. Virgin Islands was compiled. The bibliography includes an alphabetical listing by author as well as listings by general and specific areas in Puerto Rico and the U.S. Virgin Islands. The publications are also classified by type of report: Open File, Open-File Data Report, KWater-Supply Paper, Water-Resources Investigations, and Professional Paper. (USGS)

  5. 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)

  6. Global Preparedness and Human Resources: College and Corporate Perspectives.

    ERIC Educational Resources Information Center

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

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

  7. Human Resources & Demographics: Characteristics of People and Policy.

    ERIC Educational Resources Information Center

    Joint Economic Committee, Washington, DC.

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

  8. 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…

  9. Promoting E-Learning for Human Resource Development in Korea.

    ERIC Educational Resources Information Center

    Lee, Soo-Kyoung

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

  10. The Need for an Operational Thrust to Human Resources Developet.

    ERIC Educational Resources Information Center

    Jain, S. K.

    1986-01-01

    Discusses some of the issues involved in professionalizing human resources planning and implementation at the national level. Issues include (1) incorporating human resources into national development, (2) demand considerations, (3) using the skill supply system, (4) obstacles to effectiveness, and (5) enhancing roles of social partners. (CH)

  11. Adult Education & Human Resource Development: Overlapping and Disparate Fields

    ERIC Educational Resources Information Center

    Watkins, Karen E.; Marsick, Victoria J.

    2014-01-01

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

  12. Mind Mapping on Development of Human Resource of Education

    ERIC Educational Resources Information Center

    Fauzi, Anis

    2016-01-01

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

  13. Outsourcing HR Services: The Role of Human Resource Intermediaries

    ERIC Educational Resources Information Center

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

    2012-01-01

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

  14. Outsourcing HR Services: The Role of Human Resource Intermediaries

    ERIC Educational Resources Information Center

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

    2012-01-01

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

  15. Adult Education & Human Resource Development: Overlapping and Disparate Fields

    ERIC Educational Resources Information Center

    Watkins, Karen E.; Marsick, Victoria J.

    2014-01-01

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

  16. The Changing Human Resources Function. Report Number 950.

    ERIC Educational Resources Information Center

    Freedman, Audrey

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

  17. 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…

  18. 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…

  19. 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)

  20. 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…

  1. Optimizing Human Resources: Readings in Individual and Organization Development.

    ERIC Educational Resources Information Center

    Lippitt, Gordon L., Ed.; And Others

    The objective of putting together this collection of readings are: (1) to organize the many diverse changes in the human resource development field, (2) to establish links between new and old trends in this field, (3) to choose areas that are on the "cutting edge" of human resource development, and (4) to present different points of view about the…

  2. A Diversity of Divisions: Tracing the History of the Demarcation between the Sciences and the Humanities.

    PubMed

    Bouterse, Jeroen; Karstens, Bart

    2015-06-01

    Throughout history, divides between the sciences and the humanities have been drawn in many different ways. This essay shows that the notion of a divide became more urgent and pronounced in the second half of the nineteenth century. While this shift has several causes, the essay focuses on the rise of the social sciences, which is interpreted as posing a profound challenge to the established disciplines of the study of humankind. This is demonstrated by zooming in on linguistics, one of the key traditional disciplines of the humanities. Through the assumption of a correspondence between mental and linguistic categories, psychology became of central importance in the various conceptions of linguistics that emerged in the nineteenth century. Both linguistics and psychology were very much engaged in a process of discipline formation, and opinions about the proper directions of the fields varied considerably. Debates on these issues catalyzed the construction of more radical divisions between the sciences and the humanities. Both Wilhelm Dilthey's dichotomy between understanding and explanation and Wilhelm Windelband's dichotomy between nomothetic and idiographic sciences respond to these debates. While their constructions are often lumped together, the essay shows that they actually meant very different things and have to be treated accordingly.

  3. Human Resource Accounting: Operationalization and Effects of Human Resource Replacement Cost System in Naval Operations.

    DTIC Science & Technology

    1985-12-20

    MANAGEM UNCLASSIFIED E G FLAMHOLTZ 20 DEC 85 CHRM-85-81 F/G 5/i N Ehhhmhhmhiu I: 1 , flflflfllfl...flmflmEEhEhhhmh ji *..0 w im U .L2= 1.25 1111.4 1.6...PAGE (When O-,*emtered__ READ INSTRUCTIONSREPORT DOCUMENTATION PAGE BEFORE COMPLETING FORM 1 . REPORT NUMBER 2. GOVT ACCESSION NO 3. RECIPIENT’S...CATALOG NUMBER CHRM - 85 - 01 P- 1 1 / ., "/) , 4. TITLE (endSubit.) Human Resource Accounting: S. TYPEOF REPORT PERIODCOVERED Operationalizatin and Effects

  4. Natural Resources Bibliography.

    ERIC Educational Resources Information Center

    Hoadley, Irene Braden

    This bibliography presents a modern definition of the conceptual framework from which to view natural resources, and affords access to information which examines resources from the social scientists point of view. It presents five broad divisions of activity or variables which include (1) Natural and Human Resources, (2) Epistomological and…

  5. Zipper-interacting protein kinase interacts with human cell division cycle 14A phosphatase.

    PubMed

    Wu, Wei; Hu, Haiying; Ye, Zi; Leong, Mancheong; He, Min; Li, Qin; Hu, Renming; Zhang, Shuo

    2015-04-01

    Zipper‑interacting protein kinase (ZIPK) is a novel serine/threonine protein kinase and a member of a large family of protein kinases, known as the death‑associated protein kinases. However, the function of ZIPK has yet to be fully elucidated, as few physiological substrates have currently been identified. In the present study, a yeast two‑hybrid screen was used and the human cell division cycle 14A (HsCdc14A) phosphatase was identified as a novel ZIPK binding protein. To the best of our knowledge, this is the first study to report the interaction between these proteins. The interaction between ZIPK and HsCdc14A was confirmed by in vitro experiments. In addition, ZIPK‑mediated phosphorylation was shown to activate the phosphatase activity of HsCdc14A. These findings indicated that ZIPK may also be involved in the regulation of the cell cycle in human cells, by interacting with HsCdc14A.

  6. [50 years anniversary of Research Institute for Occupational Medicine and Human Ecology with Siberian Division of RAMSc].

    PubMed

    Rukavishnikov, V S; Shaiakhmetov, S F; Gus'kova, T M

    2010-01-01

    The article covers main steps of establishment and development of Research Institute for Occupational medicine and Human ecology with Siberian Division of RAMSc over 50 years of activities, major results of research, contribution of the Institute personnel into development of hygienic science and practical medicine in Siberia.

  7. Competition over Personal Resources Favors Contribution to Shared Resources in Human Groups

    PubMed Central

    Barker, Jessica L.; Barclay, Pat; Reeve, H. Kern

    2013-01-01

    Members of social groups face a trade-off between investing selfish effort for themselves and investing cooperative effort to produce a shared group resource. Many group resources are shared equitably: they may be intrinsically non-excludable public goods, such as vigilance against predators, or so large that there is little cost to sharing, such as cooperatively hunted big game. However, group members' personal resources, such as food hunted individually, may be monopolizable. In such cases, an individual may benefit by investing effort in taking others' personal resources, and in defending one's own resources against others. We use a game theoretic “tug-of-war” model to predict that when such competition over personal resources is possible, players will contribute more towards a group resource, and also obtain higher payoffs from doing so. We test and find support for these predictions in two laboratory economic games with humans, comparing people's investment decisions in games with and without the options to compete over personal resources or invest in a group resource. Our results help explain why people cooperatively contribute to group resources, suggest how a tragedy of the commons may be avoided, and highlight unifying features in the evolution of cooperation and competition in human and non-human societies. PMID:23520535

  8. Web Resources for Teaching about Human Rights

    ERIC Educational Resources Information Center

    Merryfield, Merry M.; Badang, Germain; Bragg, Christina; Kvasov, Aleksandr; Taylor, Nathan; Waliaula, Anne; Yamaguchi, Misato

    2012-01-01

    The study of human rights is inseparable from social studies. Beyond the basic political, economic, and social freedoms and rights spelled out in The Universal Declaration of Human Rights, hundreds of specialized topics have developed that demonstrate the complex nature of human rights in the twenty-first-century world--environmental exploitation…

  9. Web Resources for Teaching about Human Rights

    ERIC Educational Resources Information Center

    Merryfield, Merry M.; Badang, Germain; Bragg, Christina; Kvasov, Aleksandr; Taylor, Nathan; Waliaula, Anne; Yamaguchi, Misato

    2012-01-01

    The study of human rights is inseparable from social studies. Beyond the basic political, economic, and social freedoms and rights spelled out in The Universal Declaration of Human Rights, hundreds of specialized topics have developed that demonstrate the complex nature of human rights in the twenty-first-century world--environmental exploitation…

  10. Ethnic Minority Human Resourcs in Psychology Directory.

    ERIC Educational Resources Information Center

    Olmedo, Esteban L., Comp.; And Others

    Minority members of the American Psychological Association (APA) who have expressed a desire to serve as professional resources are listed in this directory. Individuals are identified under one of four broad categories of ethnic minority groups: American Indian/Alaska Native, Asian/Pacific American, Black/Afro American, and Hispanic. Within each…

  11. Education and Human Resources Sector Assessment Manual.

    ERIC Educational Resources Information Center

    Pigozzi, Mary Joy; Cieutat, Victor J.

    This manual endorses and adopts the sector-assessment approach for planning and managing the allocation of educational resources. Chapter 1 presents the manual's goals. Chapter 2 describes the manual's content and information sources, explains the term "sector assessment," identifies the groups that benefit from recommendations made by…

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

    ERIC Educational Resources Information Center

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

    2008-01-01

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

  13. Resources that Make You Generous: Effects of Social and Human Resources on Charitable Giving

    ERIC Educational Resources Information Center

    Wiepking, Pamala; Maas, Ineke

    2009-01-01

    In this study we examine whether and why human and social resources increase charitable giving. Using the Giving in The Netherlands Panel Study 2003, we find that people with more extended networks and higher education are more generous. However, these effects can be completely explained by financial resources, church attendance, requests for…

  14. Resources that Make You Generous: Effects of Social and Human Resources on Charitable Giving

    ERIC Educational Resources Information Center

    Wiepking, Pamala; Maas, Ineke

    2009-01-01

    In this study we examine whether and why human and social resources increase charitable giving. Using the Giving in The Netherlands Panel Study 2003, we find that people with more extended networks and higher education are more generous. However, these effects can be completely explained by financial resources, church attendance, requests for…

  15. Human Genetics: Educational Resources for the Classroom.

    ERIC Educational Resources Information Center

    Greendale, Karen; And Others

    1982-01-01

    Potential sources of information and assistance on human genetics are identified, including a brief description of the National Clearinghouse for Human Genetic Diseases, genetic service centers, voluntary groups, state programs, commercial procedures, workshops, speakers, curriculum development aids, and general references. (DC)

  16. Human Genetics: Educational Resources for the Classroom.

    ERIC Educational Resources Information Center

    Greendale, Karen; And Others

    1982-01-01

    Potential sources of information and assistance on human genetics are identified, including a brief description of the National Clearinghouse for Human Genetic Diseases, genetic service centers, voluntary groups, state programs, commercial procedures, workshops, speakers, curriculum development aids, and general references. (DC)

  17. Molecular Insights into Division of Single Human Cancer Cells in On-Chip Transparent Microtubes

    PubMed Central

    2016-01-01

    In vivo, mammalian cells proliferate within 3D environments consisting of numerous microcavities and channels, which contain a variety of chemical and physical cues. External environments often differ between normal and pathological states, such as the unique spatial constraints that metastasizing cancer cells experience as they circulate the vasculature through arterioles and narrow capillaries, where they can divide and acquire elongated cylindrical shapes. While metastatic tumors cause most cancer deaths, factors impacting early cancer cell proliferation inside the vasculature and those that can promote the formation of secondary tumors remain largely unknown. Prior studies investigating confined mitosis have mainly used 2D cell culture systems. Here, we mimic aspects of metastasizing tumor cells dividing inside blood capillaries by investigating single-cell divisions of living human cancer cells, trapped inside 3D rolled-up, transparent nanomembranes. We assess the molecular effects of tubular confinement on key mitotic features, using optical high- and super-resolution microscopy. Our experiments show that tubular confinement affects the morphology and dynamics of the mitotic spindle, chromosome arrangements, and the organization of the cell cortex. Moreover, we reveal that membrane blebbing and/or associated processes act as a potential genome-safety mechanism, limiting the extent of genomic instability caused by mitosis in confined circumstances, especially in tubular 3D microenvironments. Collectively, our study demonstrates the potential of rolled-up nanomembranes for gaining molecular insights into key cellular events occurring in tubular 3D microenvironments in vivo. PMID:27267364

  18. Revitalizing Society: Practicing Human Resource Development through the Lifespan.

    ERIC Educational Resources Information Center

    Carter, Phillip Dean

    1988-01-01

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

  19. Does America Need a National Human Resource Development Strategy?

    ERIC Educational Resources Information Center

    Craig, Robert L.; And Others

    1984-01-01

    Essays by Robert L. Craig, Mervyn M. Dymally, Nolen M. Ellison, Sheila M. Korhammer, Rich Redeker, Markley Roberts, and Richard F. Schubert present various perspectives on U.S. human resource development needs and strategies. (DMM)

  20. The Role of Business Programs in Human Resource Development.

    ERIC Educational Resources Information Center

    Yaney, Joseph P.

    1981-01-01

    Explains the changes in graduate business education as they relate to human resource development (HRD) and suggests that the HRD specialist can achieve professional growth through accounting, finance, economics, marketing, statistics, management theory training, and practical internships. (MER)

  1. The Role of Business Programs in Human Resource Development.

    ERIC Educational Resources Information Center

    Yaney, Joseph P.

    1981-01-01

    Explains the changes in graduate business education as they relate to human resource development (HRD) and suggests that the HRD specialist can achieve professional growth through accounting, finance, economics, marketing, statistics, management theory training, and practical internships. (MER)

  2. Strategic Business Planning and Human Resources: Part I.

    ERIC Educational Resources Information Center

    Smith, Eddie C.

    1982-01-01

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

  3. Global-minded Human Resources and Expectations for Universities

    NASA Astrophysics Data System (ADS)

    Inoue, Hiroshi

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

  4. Human Resource Management in Library and Information Services.

    ERIC Educational Resources Information Center

    Line, Maurice B.; Kinnell, Margaret

    1993-01-01

    Discussion of human resource management focuses on academic libraries. Topics addressed include the influence of information technology; strategic planning; equal opportunities; recruitment; staff appraisal; quality of working life; motivation; job satisfaction; participative management; leadership; burnout; conflict; organizational structures;…

  5. HRIS: Introduction to Tomorrow's System for Managing Human Resources

    ERIC Educational Resources Information Center

    Hyde, Albert C.; Shafritz, Jay M.

    1977-01-01

    Reports on the U.S. State Department's experiment with a new concept in management information systems for personnel resources--the Human Resources Information Systems (HRIS). Suggests that the HRIS approach may meet public executives' demands for accurate, rapid, responsive, and flexible information systems. (Author/JG)

  6. Emotional Intelligence Research within Human Resource Development Scholarship

    ERIC Educational Resources Information Center

    Farnia, Forouzan; Nafukho, Fredrick Muyia

    2016-01-01

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

  7. Emotional Intelligence Research within Human Resource Development Scholarship

    ERIC Educational Resources Information Center

    Farnia, Forouzan; Nafukho, Fredrick Muyia

    2016-01-01

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

  8. Bio-resource of human and animal-derived cell materials.

    PubMed

    Nakamura, Yukio

    2010-01-01

    The Cell Engineering Division of RIKEN BioResource Center is a not-for-profit public "cell bank" that accepts donations and deposits of human and animal cell materials developed by the life science research community. We examine, standardize, amplify, preserve, and provide cell materials to scientists around the world. The major cell materials used around the world have been cultured cell lines, i.e., immortalized cells. Most human cell lines are derived from tumor cells. There is no doubt that the demand for these cell lines will never cease in the field of biology. In addition, stem cell lines such as embryonic stem (ES) cells and induced pluripotent stem (iPS) cells are of great value in current biology and medical science. Thus, we are extensively collecting such stem cell lines, aiming at contributing to the fields of developmental biology and transplantation/regenerative medicine. In addition, the demand for primary cells has recently increased. To meet this demand, we have started the banking of primary human cells including somatic stem cells, such as umbilical cord blood cells and cultured mesenchymal cells. The staff of the Cell Engineering Division conduct not only the banking of cell materials, but also research and development relating to cell materials, such as the establishment of novel human and animal-derived cell lines and the development of new technology to utilize cell materials.

  9. Developmental Leadership: A Human Resource Development Project.

    DTIC Science & Technology

    1982-12-11

    organization as a useful, productive, respected and worthy being. His self - esteem goes up, fostering more pride in his future performance of work. In essence...Training on Leader- ship Orientation, Values, and Self -Image." Speech Teacher 23 (September 1974):197-205. 14 The study was undertaken to provide some...technique does not greatly affect one’s self -image or values. Identifying and Utilizing Management Resources Effectively. Leavenworth: A Report on the Region

  10. Changes in the Expression of Human Cell Division Autoantigen-1 Influence Toxoplasma gondii Growth and Development

    PubMed Central

    Radke, Jay R; Donald, Robert G; Eibs, Amy; Jerome, Maria E; Behnke, Michael S; Liberator, Paul; White, Michael W

    2006-01-01

    Toxoplasma is a significant opportunistic pathogen in AIDS, and bradyzoite differentiation is the critical step in the pathogenesis of chronic infection. Bradyzoite development has an apparent tropism for cells and tissues of the central nervous system, suggesting the need for a specific molecular environment in the host cell, but it is unknown whether this environment is parasite directed or the result of molecular features specific to the host cell itself. We have determined that a trisubstituted pyrrole acts directly on human and murine host cells to slow tachyzoite replication and induce bradyzoite-specific gene expression in type II and III strain parasites but not type I strains. New mRNA synthesis in the host cell was required and indicates that novel host transcripts encode signals that were able to induce parasite development. We have applied multivariate microarray analyses to identify and correlate host gene expression with specific parasite phenotypes. Human cell division autoantigen-1 (CDA1) was identified in this analysis, and small interfering RNA knockdown of this gene demonstrated that CDA1 expression causes the inhibition of parasite replication that leads subsequently to the induction of bradyzoite differentiation. Overexpression of CDA1 alone was able to slow parasite growth and induce the expression of bradyzoite-specific proteins, and thus these results demonstrate that changes in host cell transcription can directly influence the molecular environment to enable bradyzoite development. Investigation of host biochemical pathways with respect to variation in strain type response will help provide an understanding of the link(s) between the molecular environment in the host cell and parasite development. PMID:17069459

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

    PubMed

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

    2017-06-08

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

  12. Population, human resources, and development in the Arab world.

    PubMed

    Tabbarah, R

    1981-06-01

    An important consequence of the over-abundance of capital resources in relation to land and labor is the pressure being placed in Arab development on the other factors of production, particularly human resources. The purpose of this discussion is to provide a brief analysis of this aspect of Arab development and to suggest, in broad terms, an outline for a course of action that would improve the contribution of human resources to development and promote the rationalization of the Arab development process. Attention is directed to the following: the meaning of human resources development; socioeconomic consequences of oil; population trends and issues; and the utilization and development of human resources. Human resources development is defined on both the micro and the macro levels. On the micro level, human resources development focuses on the individual in a society and on the institutions that give him/her the skills and other basic requirements needed for a dignified existence and an adequate degree of social participation. Human resources development on the macro level concentrates on aggregate concepts relating to the supply and utilization of human resources. The discovery of oil in relatively small Arab nations created a yet unknown development situation in which of the 3 factors of production--land, labor, and capital--the latter was in great abundance relative to the other 2 factors. 1 of the 1st results of this situation was the present transitional stage with its tremendous gap between the social and economic aspects of development, specifically a very high level of per capita income and wealth associated with an underdeveloped social and human resources infrastructure. To place Arab development on the right track, action needs to be taken on several fronts. The following are among the items that must be included on such an agenda: efforts to improve knowledge of the human resources supply, requirements, problems, and policy options through intensified

  13. Regional Collaborative Approach for Biotechnological Human Resource Development

    NASA Astrophysics Data System (ADS)

    Iwahara, Masayoshi

    Since more than 20 years ago, we had been discussed and researched between regional collaboration how to use the biomass generated by food industries (and how to promote the reuse) and the value addition of food recyclable resources. Accordingly, we collaborated mainly with Biotechnological Research Development Association and promoted the project for biotechnological human resource development. In order to realize such project, the followings were proposed : the human resource development programs, skill standards, curricula, practices, and estimations. As a result, it is recognized that our trials and practices brought educational effects for not only graduate school students but also working engineers, and that these programs must be conducted for continuing development.

  14. The resources of Mars for human settlement

    NASA Technical Reports Server (NTRS)

    Meyer, Thomas R.; Mckay, Christopher P.

    1989-01-01

    Spacecraft exploration of Marshas shown that the essential resources necessary for life support are present on the Martian surface. The key life-support compounds O2, N2, and H2O are available on Mars. The soil could be used as radiation shielding and could provide many useful industrial and construction materials. Compounds with high chemical energy, such as rocket fuels, can be manufactured in-situ on Mars. Solar power, and possibly wind power, are available and practical on Mars. Preliminary engineering studies indicate that fairly autonomous processes can be designed to extract and stockpile Martian consumables.

  15. The resources of Mars for human settlement

    NASA Technical Reports Server (NTRS)

    Meyer, Thomas R.; Mckay, Christopher P.

    1989-01-01

    Spacecraft exploration of Marshas shown that the essential resources necessary for life support are present on the Martian surface. The key life-support compounds O2, N2, and H2O are available on Mars. The soil could be used as radiation shielding and could provide many useful industrial and construction materials. Compounds with high chemical energy, such as rocket fuels, can be manufactured in-situ on Mars. Solar power, and possibly wind power, are available and practical on Mars. Preliminary engineering studies indicate that fairly autonomous processes can be designed to extract and stockpile Martian consumables.

  16. The resources of Mars for human settlement

    NASA Astrophysics Data System (ADS)

    Meyer, T. R.; McKay, C. P.

    1989-04-01

    Spacecraft exploration of Marshas shown that the essential resources necessary for life support are present on the Martian surface. The key life-support compounds O2, N2, and H2O are available on Mars. The soil could be used as radiation shielding and could provide many useful industrial and construction materials. Compounds with high chemical energy, such as rocket fuels, can be manufactured in-situ on Mars. Solar power, and possibly wind power, are available and practical on Mars. Preliminary engineering studies indicate that fairly autonomous processes can be designed to extract and stockpile Martian consumables.

  17. Rural retention of human resources for heath.

    PubMed

    Ossai, E N; Ibiok, N C; Chukwuogo, O; Umeobieri, A K; Aniwada, E C; Ugwunna, N C

    2012-01-01

    Health workers are the heart of the health system in any country and are made up of health service providers and the health support workers. The global health workforce is over 59 million and 67% of them are the service providers. The goal of this paper is to review the most relevant papers on the retention of health workers in the underserved areas and also on how to attract and retain health workers in the rural areas. A systematic search of literature was conducted. Grey literature (conference papers, technical reports), journal articles, abstracts, relevant books and internet articles were reviewed. Shortage of health workers are among the constraints in achieving the three health related Millenium Development Goals and this is more pronounced in the resource poor countries. These same resource poor countries are faced with international migration of health workers to the developed countries. The numbers of health workers across the globe are few relative to need and this is more pronounced in the rural areas of the world who unfortunately bear the greater burden of disease and there is need for policies and actions that will help to attract and retain rural health workers.

  18. Health, human rights and mobilization of resources for health

    PubMed Central

    Lie, Reidar K

    2004-01-01

    Background There has been an increased interest in the role of a human rights framework to mobilize resources for health. Discussion This paper argues that the human rights framework does provide us with an appropriate understanding of what values should guide a nation's health policy, and a potentially powerful means of moving the health agenda forward. It also, however, argues that appeals to human rights may not necessarily be effective at mobilizing resources for specific health problems one might want to do something about. Specifically, it is not possible to argue that a particular allocation of scarce health care resources should be changed to a different allocation, benefiting other groups. Lack of access to health care services by some people only shows that something has to be done, but not what should be done. Summary The somewhat weak claim identified above together with the obligation to realize progressively a right to health can be used to mobilize resources for health. PMID:15473899

  19. Health, human rights and mobilization of resources for health.

    PubMed

    Lie, Reidar K

    2004-10-08

    BACKGROUND: There has been an increased interest in the role of a human rights framework to mobilize resources for health. DISCUSSION: This paper argues that the human rights framework does provide us with an appropriate understanding of what values should guide a nation's health policy, and a potentially powerful means of moving the health agenda forward. It also, however, argues that appeals to human rights may not necessarily be effective at mobilizing resources for specific health problems one might want to do something about. Specifically, it is not possible to argue that a particular allocation of scarce health care resources should be changed to a different allocation, benefiting other groups. Lack of access to health care services by some people only shows that something has to be done, but not what should be done. SUMMARY: The somewhat weak claim identified above together with the obligation to realize progressively a right to health can be used to mobilize resources for health.

  20. Human Resources Development for Change and Innovation.

    ERIC Educational Resources Information Center

    Hey, McKenzie H.

    1979-01-01

    In helping staff adapt to inevitable organizational changes, whether in industry or school, personnel motivation and participation are necessary for institutional efficiency. The articles examines how organizations can meet human needs in planning for change, citing several studies on handling organizational change systems. (MF)

  1. QA RESOURCE MATERIALS TO ASSIST IN DEVELOPING AND WRITING RESEARCH PLANS AT A USEPA OFFICE OF RESEARCH AND DEVELOPMENT DIVISION

    EPA Science Inventory

    In the process of adapting the Agency's Data Quality Objectives Workshop for presentation at an ORD Research Facility, ownership and consensus approval of the presentation by the Division's research staff was sought. Three groups of researchers, at various levels of responsibilit...

  2. QA RESOURCE MATERIALS TO ASSIST IN DEVELOPING AND WRITING RESEARCH PLANS AT A USEPA OFFICE OF RESEARCH AND DEVELOPMENT DIVISION

    EPA Science Inventory

    In the process of adapting the Agency's Data Quality Objectives Workshop for presentation at an ORD Research Facility, ownership and consensus approval of the presentation by the Division's research staff was sought. Three groups of researchers, at various levels of responsibilit...

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

    ERIC Educational Resources Information Center

    Pennington, Hilary; Austin, John

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

  4. Human Resource Development: An Emerging Profession--An Emerging Purpose.

    ERIC Educational Resources Information Center

    Davis, Larry Nolan; Mink, Oscar G.

    1992-01-01

    Any organized activity centered on human development could legitimately be seen as human resource development (HRD). A more holistic view defines HRD as a wide range of integrating processes aimed at developing greater purpose and meaning, higher performance, and greater capacity to respond to change, leading to more effective individuals, teams,…

  5. A Procedure for Quantification of Technological Changes on Human Resources.

    ERIC Educational Resources Information Center

    Potter, Norman R.; And Others

    To assist the human factor psychologist in predicting the human resources requirements based on the introduction of a new technology, a study was conducted to locate and apply an existing method, or to develop a new procedure for quantifying the effects of incoming technology. Five steps were taken: search and critical analysis of recent…

  6. Resources

    MedlinePlus

    ... Gastrointestinal disorders - resources Hearing impairment - resources Hearing or speech impairment - resources Heart disease - resources Hemophilia - resources Herpes - resources Incest - resources Incontinence - ...

  7. Chromosome division figures reveal genomic instability in tumorigenesis of human colon mucosa.

    PubMed Central

    Steinbeck, R. G.

    1998-01-01

    A variety of chromosomal gains and losses has been detected with comparative genomic hybridization during tumorigenesis in the colon mucosa. The aim of this investigation was to corroborate increasing genomic instability and to elucidate those lesions in which the record from comparative genomic hybridization has remained unexpectedly negative. Replicate paraffin-embedded samples were investigated in detail using image microphotometry. Crucial to the recent approach was the fact that the histological compartments were exactly matched and that the single-cell measurements were highly accurate (CV at 0.05). Feulgen DNA was quantified in interphase nuclei and chromosome division figures, which were found in all cases of high-grade dysplasia and, with increased frequency, of colon carcinoma. The genomic imbalance in chromosome division figures was quantified by the sensitive 4.5 c exceeding rate (where c is the haploid genome equivalent), which was also positive in cases with a negative record from comparative genomic hybridization. The DNA content of chromosome division figures was measured with a mean 4.5 c exceeding rate of 25.8 +/- 4.4% standard error in 12 cases of high-grade dysplasia and of 62.1 +/- 7.1% in colon carcinoma (16 cases). The chromosome division figures were considered to be the first morphological manifestation of genomic instability attending precancerous conditions in the colon. Telophase-like chromosome division figures with unequal amounts of DNA in their hemispheres revealed gross somatic mutations before clonal selection. Images Figure 4 PMID:9569034

  8. A workbook for preparing surface water quality-assurance plans for districts of the U.S. Geological Survey, Water Resources Division

    USGS Publications Warehouse

    Arvin, Donald V.

    1995-01-01

    The U.S. Geological Survey, Water Resources Division, has a policy that each District Office is required to prepare a District Surface Water Quality-Assurance Plan. The plan for each District describes the policies and procedures that ensure high quality in the collection, processing, analysis, computer storage, and publication of surface-water data. The guidelines presented in this report are structured as a workbook to provide a specific framework for Districts in preparing their District Surface Water Quality-Assurance Plans.

  9. [Right extremities pain caused by a malacia lesion in the left putamen:a resting functional magnetic resonance imaging of the marginal division of the human brain].

    PubMed

    Chen, Zhi-Ye; Ma, Lin

    2014-04-01

    To explore the role of marginal division of the human brain in the pain modulation. Resting functional magnetic resonance imaging was applied in a patient with right extremities pain caused by a malacia lesion in the left putamen and in 8 healthy volunteers. Marginal division was defined using manual drawing on structure images, and was applied to the computation of fuctional connectivity maps. The functional connectivities in the left marginal division showed an evident decrease in the patient when compared with healthy controls. These connectivities were mainly located in the bilateral head of caudate nucleus, putamen, and left globus pallidus. The marginal division may be involved in the pain modulation.

  10. 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.

  11. 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.

  12. Human resource development: new assessments and new directions.

    PubMed

    Aitken, Iain W; Kolehmainen-Aitken, Riitta-Liisa

    2009-01-01

    The National Health Plan (NHP) 2001-2010 required a health workforce situation analysis and strategy to match the NHP's priorities and strategies. This paper is based on the work that was done in 2001 to support the preparation of a Health Human Resource Development Strategy for Papua New Guinea (PNG). The analysis showed that changes in health sector financing, population growth and changing health needs had created many human resource problems and challenges. This paper focuses on the main categories of health worker in PNG: doctors, health extension officers, nurses and community health workers. It presents analyses of workforce numbers and costs, and discusses future health system and human resource strategies based on the 2001 study and subsequent developments.

  13. Urgent need for human resources to promote global cardiovascular health.

    PubMed

    Vedanthan, Rajesh; Fuster, Valentin

    2011-02-01

    The World Health Organization estimates the existence of a global shortage of over 4 million health-care workers. Given the growing global burden of cardiovascular disease (CVD), the shortfall in global human resources for health (HRH) is probably even greater than predicted. A critical challenge going forward is to determine how to integrate CVD-related human resource needs into the overall global HRH agenda. We describe the CVD implications of core HRH objectives, including coverage, motivation, and competence, in addition to issues such as health-care worker migration and the need for input from multiple stakeholders to successfully address the current problems. We emphasize gaps in knowledge regarding HRH for global CVD-related care and research opportunities. In light of the current global epidemiologic transition from communicable to noncommunicable diseases, now is the time for the global health community to focus on CVD-related human resource needs.

  14. A comparative volumetric analysis of the amygdaloid complex and basolateral division in the human and ape brain.

    PubMed

    Barger, Nicole; Stefanacci, Lisa; Semendeferi, Katerina

    2007-11-01

    The amygdaloid complex functions to facilitate effective appraisal of the social environment and is an essential component of the neural systems subserving social behavior. Despite its critical role in mediating social interaction, the amygdaloid complex has not attracted the same attention as the isocortex in most evolutionary analyses. We performed a comparative analysis of the amygdaloid complex in the hominoids to address the lack of comparative information available for this structure in the hominoid brain. We demarcated the amygdaloid complex and the three nuclei constituting its basolateral division, the lateral, basal, and accessory basal nuclei, in 12 histological series representing all six hominoid species. The volumes obtained for these areas were subjected to allometric analyses to determine whether any species deviated from expected values based on the other hominoids. Differences between groups were addressed using nonparametric comparisons of means. The human lateral nucleus was larger than predicted for an ape of human brain size and occupied the majority of the basolateral division, whereas the basal nucleus was the largest of the basolateral nuclei in all ape species. In orangutans the amygdala and basolateral division were smaller than in the African apes. While the gorilla had a smaller than predicted lateral nucleus, its basal and accessory basal nuclei were larger than predicted. These differences may reflect volumetric changes occurring in interconnected cortical areas, specifically the temporal lobe and orbitofrontal cortex, which also subserve social behavior and cognition, suggesting that this system may be acted upon in hominoid and hominid evolution.

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

    ERIC Educational Resources Information Center

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

    2014-01-01

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

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

    ERIC Educational Resources Information Center

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

    2014-01-01

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

  17. [Human resources and health work: challenges for a research agenda].

    PubMed

    Assunção, Ada Avila; Belisário, Soraya Almeida; Campos, Francisco Eduardo; D'Avila, Luciana Souza

    2007-01-01

    This article discusses several key concepts for human resources policy in health in the context of Latin America's regional integration efforts. The article focuses on different concepts of integration to emphasize the analytical distinction between regional and conceptual integration. It also presents labor and human resources concepts before discussing, in the final analysis, the challenges that a common research agenda faces in the context of current health sector reforms in Latin America. The conclusion emphasizes the need to develop a technology and research system capable of supporting the agenda for exchange between MERCOSUR member countries.

  18. TEPCO's Approach to Power-Engineer Human Resource Development

    NASA Astrophysics Data System (ADS)

    Sato, Masaki

    We think 'human resources and technology' is developed only by self-training continuously, keeping higher motivation and practicing repeatedly. Moreover it is indispensable for sustainable development of company. Management vision, top-down message with vertical communication, and bottom-up systematic approaches are necessary for sustainable human resource development, sharing the value with coordination, and in addition, OJT and Off-JT method should be used effectively. This paper shows TEPCO's attempts to develop engineers' technical skills as a reference of a in-company continuing professional development.

  19. Human resource policies and older workers in Japan.

    PubMed

    Clark, R L; Ogawa, N

    1996-10-01

    Substantial changes in human resource policies are occurring in Japanese firms in response to the rapid aging of the population. Employers are reconsidering the concept of lifetime employment, seniority-based wages, retirement policies, and employment opportunities for older workers. In response to government pressure, mandatory retirement ages are being raised. These trends are examined using a variety of sources of information concerning employment practices in Japan. The analysis indicates that important changes in human resource management practices are underway and further changes are anticipated as the labor force continues to age.

  20. A history of the Water Resources Division, U.S. Geological Survey. Volume VII, 1966-79, integrating the disciplines

    USGS Publications Warehouse

    Biesecker, James E.; Blakey, James F.; Feltz, Herman R.; George, John R.

    2000-01-01

    This volume is the seventh in the series of reports on the history of the water-resources activities of the U.S. Geological Survey. The first four volumes were written by Robert Follansbee, and each is entitled "A History of the Water Resources Branch of the United States Geological Survey."

  1. Human resource development in environmental health for Palau--a model program for Micronesia and the Pacific.

    PubMed

    Sengebau-Kingzio, J Maireng; Ridep, Eden; Dever, Gregory J; Kuartei, Stevenson J; Finau, Sitaleki A

    2005-03-01

    In Palau, prior to 1997, the highest degree qualification in Sanitation Division (now called Division of Environmental Health) under the Bureau of Public Health, Ministry of Health, was a Diploma in Environmental Health from the Fiji School of Medicine. By September 2003, during an Environmental Health Planning and Management Workshop (NEHAP), Human Resource Development (HRD) was declared as a priority area and therefore was incorporated into the Palau National Environmental Health Action Plan. The Palau NEHAP HRD goal is to develop a human resource development plan for environmental health, which builds a career ladder with incentives. The initial public health courses in environmental health commenced in August 2004. A total of 25 participants registered for the sentinel course--PH 122: Introduction to Environmental Health. Students represented Palau's varied environmental health workforce, which included representatives from the National Division of Environmental Health and state sanitation programs. In December 2004 the Diploma of Public Health (DPH) Program in Palau was finalized The environmental health workforce of Palau is very fortunate to be included in the Palau AHEC programs. This have come about due to the ongoing Ministry of Health support of environmental health program in Palau.

  2. Human resources FY 1995 Site Program Plan WBS 6.10.2

    SciTech Connect

    Not Available

    1994-09-01

    This document contains information concerning human resources management at the Hanford Reservation. Information discusses the following topics: Cost estimates, closure and placement of labor resources, and management of human resources throughout the Hanford Site.

  3. Devolution and human resources in primary healthcare in rural Mali

    PubMed Central

    2011-01-01

    Devolution, as other types of decentralization (e.g. deconcentration, delegation, privatization), profoundly changes governance relations in the health system. Devolution is meant to affect performance of the health system by transferring responsibilities and authority to locally elected governments. The key question of this article is: what does devolution mean for human resources for health in Mali? This article assesses the key advantages and dilemmas associated with devolution such as responsiveness to local needs, downward accountability and health worker retention. Challenges of politics and capacities are also addressed in relation to human resources for health at the local level. Examples are derived from experiences in Mali with a capacity development programme and from case studies of other countries. It is not research findings that are presented, but highlights of key issues at stake aimed at inspiring the debate in Mali and elsewhere. A first lesson from the discussion suggests that in the context of human resources for health, decentralization of authority and resources is not the main issue. The challenge is to develop or strengthen accountability of those who decide and act, whether they are local politicians, bureaucrats or community representatives. If decentralization policies do not address public accountability, they will not fundamentally change human resource management, quality and equity of staffing. A second lesson is that successful devolution requires innovations in capacity development of all actors involved and in designing effective incentive measures. A final key conclusion is that the topic of devolution policy and its effects on human resources for health, and vice versa, merit more attention. A better understanding may lead to more appropriate policy designs and better preparation for the actors involved in countries that are embarking on decentralization, as is the case in Mali. PMID:21651817

  4. 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...

  5. Human Resource Management Systems and Their Role in the Development of Strategic Resources: Empirical Evidence

    ERIC Educational Resources Information Center

    Ordonez de Pablos, Patricia

    2004-01-01

    The aim of this paper is double. First, it provides a conceptual framework linking human resource management, organisational learning and knowledge management. Second, the paper builds a causal model and tests it with a sample of firms from the Spanish manufacturing industry, using a structural equation modelling technique. In particular, after…

  6. Human Resource Management Systems and Their Role in the Development of Strategic Resources: Empirical Evidence

    ERIC Educational Resources Information Center

    Ordonez de Pablos, Patricia

    2004-01-01

    The aim of this paper is double. First, it provides a conceptual framework linking human resource management, organisational learning and knowledge management. Second, the paper builds a causal model and tests it with a sample of firms from the Spanish manufacturing industry, using a structural equation modelling technique. In particular, after…

  7. Profiles--Mechanical Engineering: Human Resources and Funding. Special Report. Surveys of Science Resources Series.

    ERIC Educational Resources Information Center

    Lane, Melissa J.

    This report was developed by the National Science Foundation to focus attention on a particular field of engineering. It addresses the human resources and funding for mechanical engineering programs through several perspectives. The first major section, "Personnel," discusses employment levels and trends, salaries, sectors of employment,…

  8. Strategy for preventing the waste of human resources

    NASA Astrophysics Data System (ADS)

    Jones, William E.

    1992-05-01

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

  9. Human protein reference database as a discovery resource for proteomics

    PubMed Central

    Peri, Suraj; Navarro, J. Daniel; Kristiansen, Troels Z.; Amanchy, Ramars; Surendranath, Vineeth; Muthusamy, Babylakshmi; Gandhi, T. K. B.; Chandrika, K. N.; Deshpande, Nandan; Suresh, Shubha; Rashmi, B. P.; Shanker, K.; Padma, N.; Niranjan, Vidya; Harsha, H. C.; Talreja, Naveen; Vrushabendra, B. M.; Ramya, M. A.; Yatish, A. J.; Joy, Mary; Shivashankar, H. N.; Kavitha, M. P.; Menezes, Minal; Choudhury, Dipanwita Roy; Ghosh, Neelanjana; Saravana, R.; Chandran, Sreenath; Mohan, Sujatha; Jonnalagadda, Chandra Kiran; Prasad, C. K.; Kumar-Sinha, Chandan; Deshpande, Krishna S.; Pandey, Akhilesh

    2004-01-01

    The rapid pace at which genomic and proteomic data is being generated necessitates the development of tools and resources for managing data that allow integration of information from disparate sources. The Human Protein Reference Database (http://www.hprd.org) is a web-based resource based on open source technologies for protein information about several aspects of human proteins including protein–protein interactions, post-translational modifications, enzyme–substrate relationships and disease associations. This information was derived manually by a critical reading of the published literature by expert biologists and through bioinformatics analyses of the protein sequence. This database will assist in biomedical discoveries by serving as a resource of genomic and proteomic information and providing an integrated view of sequence, structure, function and protein networks in health and disease. PMID:14681466

  10. A Competency-Based Human Resource Development Strategy

    ERIC Educational Resources Information Center

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

    2006-01-01

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

  11. 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)

  12. The Internet Compendium: Subject Guides to Humanities Resources.

    ERIC Educational Resources Information Center

    Rosenfeld, Louis; And Others

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

  13. Reflections and Future Prospects for Evaluation in Human Resource Development

    ERIC Educational Resources Information Center

    Han, Heeyoung; Boulay, David

    2013-01-01

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

  14. DEVELOPING NEW YORK CITY'S HUMAN RESOURCES, VOLUME 1, JUNE, 1966.

    ERIC Educational Resources Information Center

    SVIRIDOFF, MITCHELL; AND OTHERS

    A HUMAN RESOURCES ADMINISTRATION (HRA) SHOULD BE CREATED TO PROVIDE EVERY LOW-INCOME RESIDENT WITH USEFUL EMPLOYMENT AT AN ADEQUATE INCOME, AN EDUCATION, AND AN OPPORTUNITY TO PARTICIPATE IN AND RECEIVE SERVICES FROM PROGRAMS ESTABLISHED TO HELP HIM. AN ADMINISTRATOR, RESPONSIBLE TO THE MAYOR, WOULD OVERSEE THE CREATION OF POLICY FOR THE PROGRAM…

  15. 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…

  16. 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…

  17. Human Resource Development in Mauritius: Context, Challenges and Opportunities

    ERIC Educational Resources Information Center

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

    2016-01-01

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

  18. Integrating Workforce Planning, Human Resources, and Service Planning.

    ERIC Educational Resources Information Center

    O'Brien-Pallas, Linda; Birch, Stephen; Baumann, Andrea; Murphy, Gail Tomblin

    The feasibility of integrated health human resources planning (IHHRP) was examined. The analysis focused on the following topics: ways of integrating labor market indicators into service planning; whether planning is sufficiently responsive and flexible to retain relevance and validity in rapidly changing health systems; different models and…

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

    ERIC Educational Resources Information Center

    Smith, Richard

    2009-01-01

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

  20. Human Resource Development. Trends and Issues Alert No. 25.

    ERIC Educational Resources Information Center

    Kerka, Sandra

    Because of its focus on improving work performance at the individual, group, organizational, and interorganizational levels, the field of human resource development (HRD) is affected by and responds to trends in work, organizations, and the global economy. A literature review reveals that the following themes recur throughout the HRD literature:…

  1. Human Resource Development in Mauritius: Context, Challenges and Opportunities

    ERIC Educational Resources Information Center

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

    2016-01-01

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

  2. Toward a Theory of Human Resource Development Learning Participation

    ERIC Educational Resources Information Center

    Wang, Greg G.; Wang, Jia

    2004-01-01

    This article fills a theoretical gap by identifying an understudied subject area for human resource development (HRD) theory building, learning participation of HRD interventions in organizations. The topic has critical significance in current HRD practices, such as concerns on e-learning dropout rates and HRD measurement and evaluation. First, a…

  3. A Competency-Based Human Resource Development Strategy

    ERIC Educational Resources Information Center

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

    2006-01-01

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

  4. 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…

  5. Beginning Teachers' Perceptions of School Human Resource Practices

    ERIC Educational Resources Information Center

    Kwan, Paula

    2009-01-01

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

  6. Driving Performance Improvements by Integrating Competencies with Human Resource Practices

    ERIC Educational Resources Information Center

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

    2010-01-01

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

  7. Empowering the Human Resources and the Role of Distance Learning

    ERIC Educational Resources Information Center

    Lama, Sukmaya; Kashyap, Mridusmita

    2012-01-01

    As the world is invaded by technological inventions and wonders, life becoming more fast and crazy, yet there can be no doubt that the critical factor for the development of a nation or a state is its human resource. The productivity of a nation is influenced by the number of its skilled population. When we look into the problem of…

  8. 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;…

  9. New Technology and Human Resource Development in the Automobile Industry.

    ERIC Educational Resources Information Center

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

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

  10. Human Resource Professionals' Report on Communication Practices in Their Organizations.

    ERIC Educational Resources Information Center

    Frank, Allan D.

    One hundred fifty human resource professionals responded to survey questions on communication effectiveness within their business organizations. Their responses on formal and informal communication patterns, communicating change, small group communication, and superior-subordinate communication were supplemented by interviews with 58…

  11. 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)…

  12. New Models and Metaphors for Human Resource Development.

    ERIC Educational Resources Information Center

    1999

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

  13. Impact of Design Trade Studies on System Human Resources.

    ERIC Educational Resources Information Center

    Whalen, Gary V.; Askren, William B.

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

  14. The Future Competencies of Department Chairs: A Human Resources Perspective

    ERIC Educational Resources Information Center

    Jones, Faye R.

    2011-01-01

    This exploratory study of department chairs, deans, and faculty at extensive research public universities in Florida resulted in the identification of 85 future competencies of department chairs using a human resources perspective. Results include a discussion of the top 20 most important competencies and the top 20 competencies anticipated to be…

  15. Human Resource Education in the Middle East Region

    ERIC Educational Resources Information Center

    Dirani, Khalil M.; Hamie, Christine Silva

    2017-01-01

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

  16. The Role of Education within National Human Resource Development Policy

    ERIC Educational Resources Information Center

    Schmidt, Kathleen V.

    2008-01-01

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

  17. The Future Competencies of Department Chairs: A Human Resources Perspective

    ERIC Educational Resources Information Center

    Jones, Faye R.

    2011-01-01

    This exploratory study of department chairs, deans, and faculty at extensive research public universities in Florida resulted in the identification of 85 future competencies of department chairs using a human resources perspective. Results include a discussion of the top 20 most important competencies and the top 20 competencies anticipated to be…

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

    ERIC Educational Resources Information Center

    2000

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

  19. Beginning Teachers' Perceptions of School Human Resource Practices

    ERIC Educational Resources Information Center

    Kwan, Paula

    2009-01-01

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

  20. Driving Performance Improvements by Integrating Competencies with Human Resource Practices

    ERIC Educational Resources Information Center

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

    2010-01-01

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

  1. National Human Resource Development: A Multi-Level Perspective

    ERIC Educational Resources Information Center

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

    2007-01-01

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

  2. FEDERAL-STATE PROGRAMS FOR DEVELOPING HUMAN RESOURCES.

    ERIC Educational Resources Information Center

    Federal Extension Service (USDA), Washington, DC.

    COUNTY AND STATE EXTENSION WORKERS MAY USE THESE FACT SHEETS FOR 35 FEDERAL-STATE PROGRAMS IN SIX MAJOR AREAS OF HUMAN RESOURCES DEVELOPMENT TO ACQUAINT THEMSELVES AND THEIR COMMUNITIES WITH PROGRAM PROVISIONS AND ELIGIBILITY REQUIREMENTS. THE PROGRAMS ARE CLASSIFIED AS (1) COMMUNITY PLANNING AND DEVELOPMENT WHICH INCLUDE ADVANCES FOR PUBLIC WORKS…

  3. Human Resources, Education, and Economic Development in Peru.

    ERIC Educational Resources Information Center

    Organisation for Economic Cooperation and Development, Paris (France).

    The present report is the result of the study on human resources and educational planning carried out in 1964 by the National Planning Institute (INP) in co-operation with the Organization for Economic Co-operation and Development. The main purpose of the report is to help integrate Peru's educational development and process of general…

  4. The Process Approach to Management of Enterprise Human Resources

    NASA Astrophysics Data System (ADS)

    Gorlenko, O.; Mozhayeva, T.

    2016-04-01

    The paper describes the approach to human resources management in the quality management system of an enterprise on the basis of their dual nature. The expediency of this approach application is analysed to ensure harmony between the interests of the company and its personnel and to improve the quality of labour.

  5. 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.…

  6. New Technology and Human Resource Development in the Automobile Industry.

    ERIC Educational Resources Information Center

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

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

  7. Human Resource Architectures for New Teachers in Flemish Primary Education

    ERIC Educational Resources Information Center

    Vekeman, Eva; Devos, Geert; Valcke, Martin

    2016-01-01

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

  8. Coordination and Human Resource Planning in the Hawaii Visitor Industry.

    ERIC Educational Resources Information Center

    Hawaii State Commission on Manpower and Full Employment, Honolulu.

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

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

    ERIC Educational Resources Information Center

    2000

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

  10. Human Resources for Health Challenges in Nigeria and Nurse Migration.

    PubMed

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

    2016-05-01

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

  11. New Models and Metaphors for Human Resource Development.

    ERIC Educational Resources Information Center

    1999

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

  12. 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…

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

    ERIC Educational Resources Information Center

    Smith, Richard

    2009-01-01

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

  14. Human Resource Education in the Middle East Region

    ERIC Educational Resources Information Center

    Dirani, Khalil M.; Hamie, Christine Silva

    2017-01-01

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

  15. Attitudes of Prospective Human Resource Personnel towards Distance Learning Degrees

    ERIC Educational Resources Information Center

    Udegbe, I. Bola

    2012-01-01

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

  16. Quantification of the Impact of Technological Changes on Human Resources.

    ERIC Educational Resources Information Center

    Potter, Norman R.; And Others

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

  17. The Microfoundations of Human Resources Management in US Public Schools

    ERIC Educational Resources Information Center

    Pogodzinski, Ben

    2016-01-01

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

  18. 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.…

  19. Human Resource Architectures for New Teachers in Flemish Primary Education

    ERIC Educational Resources Information Center

    Vekeman, Eva; Devos, Geert; Valcke, Martin

    2016-01-01

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

  20. The Microfoundations of Human Resources Management in US Public Schools

    ERIC Educational Resources Information Center

    Pogodzinski, Ben

    2016-01-01

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

  1. Reflections and Future Prospects for Evaluation in Human Resource Development

    ERIC Educational Resources Information Center

    Han, Heeyoung; Boulay, David

    2013-01-01

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

  2. Human/Nature Discourse in Environmental Science Education Resources

    ERIC Educational Resources Information Center

    Chambers, Joan M.

    2008-01-01

    It is argued that the view of nature and the relationship between human beings and nature that each of us holds impacts our decisions, actions, and notions of environmental responsibility and consciousness. In this study, I investigate the discursive patterns of selected environmental science classroom resources produced by three disparate…

  3. When the Resources Are Human: Managing Staff, Students, and Ourselves

    ERIC Educational Resources Information Center

    Murphy, Nora

    2009-01-01

    Managing people can be an unanticipated responsibility--suddenly there aren't only collections to care for, but also human beings. Learning what resources and training opportunities are available to hone managerial skills is a task that can't be delayed until a difficult personnel situation develops. Working with supervisors, those we supervise…

  4. When the Resources Are Human: Managing Staff, Students, and Ourselves

    ERIC Educational Resources Information Center

    Murphy, Nora

    2009-01-01

    Managing people can be an unanticipated responsibility--suddenly there aren't only collections to care for, but also human beings. Learning what resources and training opportunities are available to hone managerial skills is a task that can't be delayed until a difficult personnel situation develops. Working with supervisors, those we supervise…

  5. Ten years development of human resources in Serbian health system.

    PubMed

    Krstic, Maja; Grozdanov, Jasmina; Ivanovic, Ivan; Korac, Vesna; Vasic, Milena

    2010-01-01

    A key component of any healthcare reform process is to ensure that the services are delivered by the right numbers of staff with appropriate skills and training. In 2007, public health institutions in Serbia had 2% more employees than before the economic transition. Nevertheless, the trend of the total number of employees in the Serbian health care system still preserved a mild rising trend. The most prominent changes in the structure of human resources were effectuated in the total numbers of physicians, nurses and administrative and technical staff. Development of medical science and practice in Serbia is characterized by more intensive processes of specializations, resulting in increased number of specialists among medical doctors. Health care provided in in-patient institutions still employs most of the doctors. The number of unemployed physicians, dentists and pharmacists has been rising since 2000. Another aspect that explains the rise of unemployed, university educated human resources is the rising number of graduated physicians, dentist and pharmacists. Health care policy makers may recognize the need for more integrated planning of human resources in health care, in particular, making management of human resources responsive to system needs and design, instead of vice versa.

  6. Human Resources Skills: Learning through an Interactive Multimedia Business Simulation.

    ERIC Educational Resources Information Center

    Klassen, Johanna; Drummond, Damon

    2000-01-01

    Describes and evaluates the design and development of an interactive multimedia simulation package for management education called Business Simulation which combines the concepts of case study methods with business simulation games. It is designed to provide students with skills-based training in human resources management, particularly…

  7. Attitudes of Prospective Human Resource Personnel towards Distance Learning Degrees

    ERIC Educational Resources Information Center

    Udegbe, I. Bola

    2012-01-01

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

  8. Human Resources Management: Program Evaluation, 1994-1995.

    ERIC Educational Resources Information Center

    Stokes, Thomas E.

    This evaluation of the Des Moines Public Schools' Department of Human Resources Management (Iowa) focuses on five main areas: context, input, process, product, and future needs. Context evaluation examines the personnel functions of the district which include recruitment, employment, discipline, discharge, development, training, assignment, and…

  9. Developing College Policies and Strategies for Human Resource Development.

    ERIC Educational Resources Information Center

    Hughes, Maria

    This document, which is designed for managers responsible for human resource development (HRD) policy and planning in the United Kingdom's further education (FE) colleges, draws on evidence from a study of 10 FE colleges to illustrate good practices in developing and implementing college policies and strategies for HRD. Presented first are a brief…

  10. From Bystander to Ally: Transforming the District Human Resources Department

    ERIC Educational Resources Information Center

    Campbell, Christine; DeArmond, Michael; Schumwinger, Abigail

    2004-01-01

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

  11. Communicator Style: A Study of Human Resource Managers.

    ERIC Educational Resources Information Center

    Evans, Jennifer Payne

    Researchers who have focused on issues of interpersonal communication in organizations have concluded that it is an essential component of organizational life. This paper presents findings of a study that examined the communicator image of human-resource managers. A survey instrument called the Norton Communicator Style Measure (CSM) was sent to…

  12. Human Resource Professionals' Report on Communication Practices in Their Organizations.

    ERIC Educational Resources Information Center

    Frank, Allan D.

    One hundred fifty human resource professionals responded to survey questions on communication effectiveness within their business organizations. Their responses on formal and informal communication patterns, communicating change, small group communication, and superior-subordinate communication were supplemented by interviews with 58…

  13. Education, Human Resources, and Development in Latin America.

    ERIC Educational Resources Information Center

    United Nations Economic Commission for Latin America, New York, NY.

    This report combined all information and research data compiled by the Economic Commission for Latin America and the Latin American Institute for Economic and Social Planning about human resources, education, and development for Latin America. The first section examines the demands of development on the educational system in terms of training…

  14. Shifting Human Resources in South Korean Science and Technology.

    ERIC Educational Resources Information Center

    Choi, Hyaeweol

    1999-01-01

    Discusses how the changing status of South Korea in the world economy has affected the movement of Korean human resources in science and technology. Examines trends in overseas study by Korean graduate students, the migration of highly educated personnel, and the recent repatriation of Korean scientists and engineers. (SV)

  15. Programs and activities of the Missouri District, Water Resources Division, U.S. Geological Survey, fiscal year 1979

    USGS Publications Warehouse

    Kratzer, Wanietia M.

    1979-01-01

    Water-resources investigations of the U.S. Geological Survey in Missouri consist of collecting hydrologic data and conducting interpretive investigations. The data and the results of the investigations are published or released by either the U.S. Geological Survey or by cooperating agencies. This report describes the data-collection activities and investigations in Missouri for the 1979 fiscal year and provides an extensive list of water-resources references for the State. (Woodard-USGS)

  16. 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

  17. Human trafficking: review of educational resources for health professionals.

    PubMed

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

    2013-03-01

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

  18. Enabling research with human embryonic and fetal tissue resources.

    PubMed

    Gerrelli, Dianne; Lisgo, Steven; Copp, Andrew J; Lindsay, Susan

    2015-09-15

    Congenital anomalies are a significant burden on human health. Understanding the developmental origins of such anomalies is key to developing potential therapies. The Human Developmental Biology Resource (HDBR), based in London and Newcastle, UK, was established to provide embryonic and fetal material for a variety of human studies ranging from single gene expression analysis to large-scale genomic/transcriptomic studies. Increasingly, HDBR material is enabling the derivation of stem cell lines and contributing towards developments in tissue engineering. Use of the HDBR and other fetal tissue resources discussed here will contribute to the long-term aims of understanding the causation and pathogenesis of congenital anomalies, and developing new methods for their treatment and prevention. © 2015. Published by The Company of Biologists Ltd.

  19. Enabling research with human embryonic and fetal tissue resources

    PubMed Central

    Gerrelli, Dianne; Lisgo, Steven; Copp, Andrew J.; Lindsay, Susan

    2015-01-01

    Summary Congenital anomalies are a significant burden on human health. Understanding the developmental origins of such anomalies is key to developing potential therapies. The Human Developmental Biology Resource (HDBR), based in London and Newcastle UK, was established to provide embryonic and fetal material for a variety of human studies ranging from single gene expression analysis to large scale genomic/transcriptomic studies. Increasingly HDBR material is enabling the derivation of stem cell lines and contributing towards developments in tissue engineering. Use of the HDBR and other fetal tissue resources discussed here will contribute to the long term aims of understanding the causation and pathogenesis of congenital anomalies, and developing new methods for their treatment and prevention. PMID:26395135

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

    PubMed

    Méndez, Claudio A

    2009-09-01

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

  1. Retooling Our Human Resources for the Space Age (Papers and Findings: A Conference on Human Resources). Final Report.

    ERIC Educational Resources Information Center

    Williams, J. Earl

    A conference was held to discuss the problems of the hard-core unemployed. The purpose of the conference was to spread the experience of the five Human Resources Development programs with special emphasis on Houston's success in the Outreach phase and to stimulate representatives from 12 southern states to promote HRD programs in their areas.…

  2. Human resource configurations: investigating fit with the organizational context.

    PubMed

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

    2008-07-01

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

  3. [The formative background of the philosophy on division of the human body circumference based on the figure of Taisu's Nine Zones and Eight Winds].

    PubMed

    Son, Kizen

    2011-11-01

    The figure of Nine Zone and Eight Winds is the only figure in Huangdi Neijing·Taisu. Recording in Lingshu·Jiuzhenlun identifies the origin of the division of the human body circumference. The human body division theory was consistent with archaeological discoveries of Shengui (sacred turtle) divinations and Renzitu (herringbone figure). By matching organs, and body surface with Ba Fang (eight directions), Ba Jie (eight solar terms) and Ba Feng (eight kinds of winds from eight directions), the figure of Nine Zone and Eight Winds connected time, space and human body, and the framework of the theory of the human body formed.

  4. Tumor-initiating label-retaining cancer cells in human gastrointestinal cancers undergo asymmetric cell division.

    PubMed

    Xin, Hong-Wu; Hari, Danielle M; Mullinax, John E; Ambe, Chenwi M; Koizumi, Tomotake; Ray, Satyajit; Anderson, Andrew J; Wiegand, Gordon W; Garfield, Susan H; Thorgeirsson, Snorri S; Avital, Itzhak

    2012-04-01

    Label-retaining cells (LRCs) have been proposed to represent adult tissue stem cells. LRCs are hypothesized to result from either slow cycling or asymmetric cell division (ACD). However, the stem cell nature and whether LRC undergo ACD remain controversial. Here, we demonstrate label-retaining cancer cells (LRCCs) in several gastrointestinal (GI) cancers including fresh surgical specimens. Using a novel method for isolation of live LRCC, we demonstrate that a subpopulation of LRCC is actively dividing and exhibits stem cells and pluripotency gene expression profiles. Using real-time confocal microscopic cinematography, we show live LRCC undergoing asymmetric nonrandom chromosomal cosegregation LRC division. Importantly, LRCCs have greater tumor-initiating capacity than non-LRCCs. Based on our data and that cancers develop in tissues that harbor normal-LRC, we propose that LRCC might represent a novel population of GI stem-like cancer cells. LRCC may provide novel mechanistic insights into the biology of cancer and regenerative medicine and present novel targets for cancer treatment.

  5. Tumor-Initiating Label-Retaining Cancer Cells in Human Gastrointestinal Cancers Undergo Asymmetric Cell Division

    PubMed Central

    Xin, Hong-Wu; Hari, Danielle M.; Mullinax, John E.; Ambe, Chenwi M.; Koizumi, Tomotake; Ray, Satyajit; Anderson, Andrew J.; Wiegand, Gordon W.; Garfield, Susan H.; Thorgeirsson, Snorri S.; Avital, Itzhak

    2012-01-01

    Label-retaining cells (LRCs) have been proposed to represent adult tissue stem cells. LRCs are hypothesized to result from either slow cycling or asymmetric cell division (ACD). However, the stem cell nature and whether LRC undergo ACD remain controversial. Here, we demonstrate label-retaining cancer cells (LRCCs) in several gastrointestinal (GI) cancers including fresh surgical specimens. Using a novel method for isolation of live LRCC, we demonstrate that a subpopulation of LRCC is actively dividing and exhibits stem cells and pluripotency gene expression profiles. Using real-time confocal microscopic cinematography, we show live LRCC undergoing asymmetric nonrandom chromosomal cosegregation LRC division. Importantly, LRCCs have greater tumor-initiating capacity than non-LRCCs. Based on our data and that cancers develop in tissues that harbor normal-LRC, we propose that LRCC might represent a novel population of GI stem-like cancer cells. LRCC may provide novel mechanistic insights into the biology of cancer and regenerative medicine and present novel targets for cancer treatment. PMID:22331764

  6. Facing the challenges in human resources for humanitarian health.

    PubMed

    Mowafi, Hani; Nowak, Kristin; Hein, Karen

    2007-01-01

    The human resources crisis in humanitarian health care parallels that seen in the broader area of health care. This crisis is exacerbated by the lack of resources in areas in which humanitarian action is needed--difficult environments that often are remote and insecure--and the requirement of specific skill sets is not routinely gained during traditional medical training. While there is ample data to suggest that health outcomes improve when worker density is increased, this remains an area of critical under-investment in humanitarian health care. In addition to under-investment, other factors limit the availability of human resources for health (HRH) in humanitarian work including: (1) over-reliance on degrees as surrogates for specific competencies; (2) under-development and under-utilization of national staff and beneficiaries as humanitarian health workers; (3) lack of standardized training modules to ensure adequate preparation for work in complex emergencies; (4) and the draining of limited available HRH from countries with low prevalence and high need to wealthier, developed nations also facing HRH shortages. A working group of humanitarian health experts from implementing agencies, United Nations agencies, private and governmental financiers, and members of academia gathered at Hanover, New Hampshire for a conference to discuss elements of the HRH problem in humanitarian health care and how to solve them. Several key elements of successful solutions were highlighted, including: (1) the need to develop a set of standards of what would constitute "adequate training" for humanitarian health work; (2) increasing the utilization and professional development of national staff; (3) "training with a purpose" specific to humanitarian health work (not simply relying on professional degrees as surrogates); (4) and developing specific health task-based competencies thereby increasing the pool of potential workers. Such steps would accomplish several key goals, such as

  7. Human resource recommendation algorithm based on ensemble learning and Spark

    NASA Astrophysics Data System (ADS)

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

    2017-08-01

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

  8. The implications of health sector reform for human resources development.

    PubMed Central

    Alwan, Ala'; Hornby, Peter

    2002-01-01

    The authors argue that "health for all" is not achievable in most countries without health sector reform that incorporates a process of coordinated health and human resources development. They examine the situation in countries in the Eastern Mediterranean Region of the World Health Organization. Though advances have been made, further progress is inhibited by the limited adaptation of traditional health service structures and processes in many of these countries. National reform strategies are needed. These require the active participation of health professional associations and academic training institutions as well as health service managers. The paper indicates some of the initiatives required and suggests that the starting point for many countries should be a rigorous appraisal of the current state of human resources development in health. PMID:11884974

  9. How to bridge the gap in human resources for health.

    PubMed

    Hongoro, Charles; McPake, Barbara

    Human resources are the crucial core of a health system, but they have been a neglected component of health-system development. The demands on health systems have escalated in low income countries, in the form of the Millennium Development Goals and new targets for more access to HIV/AIDS treatment. Human resources are in very short supply in health systems in low and middle income countries compared with high income countries or with the skill requirements of a minimum package of health interventions. Equally serious concerns exist about the quality and productivity of the health workforce in low income countries. Among available strategies to address the problems, expansion of the numbers of doctors and nurses through training is highly constrained. This is a difficult issue involving the interplay of multiple factors and forces.

  10. 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.

  11. Increase of sister chromatid exchanges and perturbations of cell division kinetics in human lymphocytes by benzene metabolites

    SciTech Connect

    Morimoto, K.; Wolff, S.

    1980-04-01

    Benzene, which has been associated with human cancers, is metabolized to produce several major metabolites that could be responsible for the biological effects. Tests have now been carried out on human lymphocytes in culture to determine if benzene or its metabolites, phenol, catechol, and hydroquinone, induce cytogenetic changes and affect the cell cycle. The results indicate that benzene itself does not induce sister chromatid exchanges or affect cell cycle kinetics over a wide range of doses. Catechol is a potent compound that induces sister chromatid exchanges and delays cell division very readily. Hydroquinone is also potent, but less so than catechol. Thus, the formation of catechol and hydroquinone is the most likely cause of benzene toxicity.

  12. An experience of virtual leadership development for human resource managers.

    PubMed

    Sherk, Karen E; Nauseda, Fiona; Johnson, Sarah; Liston, Delphine

    2009-01-08

    Strong leadership and management skills are crucial to finding solutions to the human resource crisis in health. Health professionals and human resource (HR) managers worldwide who are in charge of addressing HR challenges in health systems often lack formal education in leadership and management. Management Sciences for Health (MSH) developed the Virtual Leadership Development Program (VLDP) with support from the United States Agency for International Development (USAID). The VLDP is a Web-based leadership development programme that combines face-to-face and distance-learning methodologies to strengthen the capacity of teams to identify and address health challenges and produce results. The USAID-funded Leadership, Management and Sustainability (LMS) Program, implemented by MSH, and the USAID-funded Capacity Project, implemented by IntraHealth, adapted the VLDP for HR managers to help them identify and address HR challenges that ministries of health, other public-sector organizations and nongovernmental organizations are facing. LOCAL SETTINGS: Three examples illustrate the results of the VLDP for teams of HR managers: 1. the Uganda Protestant and Catholic Medical Bureaus 2. the Christian Health Association of Malawi 3. the Developing Human Resources for Health Project in Uganda. The VLDP is an effective programme for developing the management and leadership capacity of HR managers in health.

  13. Human resources for the control of road traffic injury.

    PubMed

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

    2005-04-01

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

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

    PubMed

    Brady, F J

    1989-01-01

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

  15. An experience of virtual leadership development for human resource managers

    PubMed Central

    Sherk, Karen E; Nauseda, Fiona; Johnson, Sarah; Liston, Delphine

    2009-01-01

    Problem Strong leadership and management skills are crucial to finding solutions to the human resource crisis in health. Health professionals and human resource (HR) managers worldwide who are in charge of addressing HR challenges in health systems often lack formal education in leadership and management. Approach Management Sciences for Health (MSH) developed the Virtual Leadership Development Program (VLDP) with support from the United States Agency for International Development (USAID). The VLDP is a Web-based leadership development programme that combines face-to-face and distance-learning methodologies to strengthen the capacity of teams to identify and address health challenges and produce results. Relevant changes The USAID-funded Leadership, Management and Sustainability (LMS) Program, implemented by MSH, and the USAID-funded Capacity Project, implemented by IntraHealth, adapted the VLDP for HR managers to help them identify and address HR challenges that ministries of health, other public-sector organizations and nongovernmental organizations are facing. Local settings Three examples illustrate the results of the VLDP for teams of HR managers: 1. the Uganda Protestant and Catholic Medical Bureaus 2. the Christian Health Association of Malawi 3. the Developing Human Resources for Health Project in Uganda. Lessons learnt The VLDP is an effective programme for developing the management and leadership capacity of HR managers in health. PMID:19133140

  16. Human resource management strategies and the retention of older RNs.

    PubMed

    Armstrong-Stassen, Marjorie

    2005-01-01

    This study investigated the human resource management strategies that are most important in retaining older RNs in the workforce and the extent to which hospitals are currently engaging in these practices. The participants (n=361) were RNs aged 50 and over employed in hospitals across Ontario. Along with flexible work schedules, the human resource practices rated as most important in the decision of these RNs to remain in the workforce involved compensation (improving benefits; offering incentives for continued employment), recognition and respect (showing appreciation for a job well done; recognizing the experience, knowledge, skill and expertise of older nurses; ensuring that older nurses are treated with respect by others in the organization) and pre- and post-retirement arrangements (retirement with callback; partial or phased retirement options). There were significant differences between the importance that RNs attributed to the 34 human resource practices and the extent to which their hospitals are currently engaged in each practice, with the largest discrepancies occurring for those practices that RNs indicated were most important in their decision to remain in the workforce. While some hospitals may have difficulty in implementing strategies that have budgetary implications, all could implement recognition and respect with minimal financial consequences.

  17. 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

  18. Dominant-Negative Effects of Adult-Onset Huntingtin Mutations Alter the Division of Human Embryonic Stem Cells-Derived Neural Cells

    PubMed Central

    Lopes, Carla; Aubert, Sophie; Bourgois-Rocha, Fany; Barnat, Monia; Rego, Ana Cristina; Déglon, Nicole

    2016-01-01

    Mutations of the huntingtin protein (HTT) gene underlie both adult-onset and juvenile forms of Huntington’s disease (HD). HTT modulates mitotic spindle orientation and cell fate in mouse cortical progenitors from the ventricular zone. Using human embryonic stem cells (hESC) characterized as carrying mutations associated with adult-onset disease during pre-implantation genetic diagnosis, we investigated the influence of human HTT and of an adult-onset HD mutation on mitotic spindle orientation in human neural stem cells (NSCs) derived from hESCs. The RNAi-mediated silencing of both HTT alleles in neural stem cells derived from hESCs disrupted spindle orientation and led to the mislocalization of dynein, the p150Glued subunit of dynactin and the large nuclear mitotic apparatus (NuMA) protein. We also investigated the effect of the adult-onset HD mutation on the role of HTT during spindle orientation in NSCs derived from HD-hESCs. By combining SNP-targeting allele-specific silencing and gain-of-function approaches, we showed that a 46-glutamine expansion in human HTT was sufficient for a dominant-negative effect on spindle orientation and changes in the distribution within the spindle pole and the cell cortex of dynein, p150Glued and NuMA in neural cells. Thus, neural derivatives of disease-specific human pluripotent stem cells constitute a relevant biological resource for exploring the impact of adult-onset HD mutations of the HTT gene on the division of neural progenitors, with potential applications in HD drug discovery targeting HTT-dynein-p150Glued complex interactions. PMID:26863614

  19. Biorepositories | Division of Cancer Prevention

    Cancer.gov

    Carefully collected and controlled high-quality human biospecimens, annotated with clinical data and properly consented for investigational use, are available through the Division of Cancer Prevention Biorepositories listed in the charts below. Biorepositories Managed by the Division of Cancer Prevention Biorepositories Supported by the Division of Cancer Prevention Related Biorepositories | Information about accessing biospecimens collected from DCP-supported clinical trials and projects.

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

    ERIC Educational Resources Information Center

    Cho, Yonjoo; Yoon, Seung Won

    2010-01-01

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

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

    ERIC Educational Resources Information Center

    Cho, Yonjoo; Yoon, Seung Won

    2010-01-01

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

  2. 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.

  3. IL-21 dependent IgE production in human and mouse in vitro culture systems is cell density and cell division dependent and is augmented by IL-10.

    PubMed

    Caven, Timothy H; Shelburne, Anne; Sato, Jun; Chan-Li, Yee; Becker, Steve; Conrad, Daniel H

    2005-12-01

    IL-21 is known to enhance immunoglobulin production using human in vitro models. Using either PBMC or purified tonsilar B cells both stimulated with anti-CD40, IL-4+/-IL-21, this enhancement was shown to correlate with increased cell division especially for IgE and to a lesser extent for IgM and total IgG. Cell division was monitored by CFSE staining and maximum cell division was found at low initial cell plating densities. A correlation between increased cell division and IL-10-mediated enhancement of IgE production was also seen; however, increased cell division plays a smaller role with IL-10 than IL-21. This is further emphasized in that when IL-10 and IL-21 were added together there was a further synergistic increase in IgE seen, but no accompanying further increase in cell division. The mouse system was also examined for IL-21 effects as a function of cell concentration, and as in humans, IL-21 added to murine cells increased IgE production over IL-4/CD40 stimulated cells at lower cell concentrations; however, IL-21 significantly reduced IgE at higher plated cell concentrations.

  4. 21st century drought outlook for major climate divisions of Texas based on CMIP5 multimodel ensemble: Implications for water resource management

    NASA Astrophysics Data System (ADS)

    Venkataraman, Kartik; Tummuri, Spandana; Medina, Aldo; Perry, Jordan

    2016-03-01

    Management of water resources in Texas (United States) is a challenging endeavor due to rapid population growth in the recent past coupled with significant spatiotemporal variations in climate. While climate conditions impact the availability of water, over-usage and lack of efficient management further complicate the dynamics of supply availability. In this paper, we provide the first look at the impact of climate change projections from an ensemble of Coupled Model Intercomparison Project Phase 5 (CMIP5) on 21st century drought characteristics under three future emission trajectories: Representative Concentration Pathway (RCP) 2.6, RCP 4.5 and RCP 8.5, using the standardized precipitation index (SPI) and standardized precipitation evapotranspiration index (SPEI). In addition, we evaluate the performance of the ensemble in simulating historical (1950-1999) observations from multiple climate divisions in Texas. Overall, the ensemble performs better in simulating historical temperature than precipitation. In semi-arid locations such as El Paso and Laredo, decreasing precipitation trends are projected even under the influence of climate policies represented by the RCP 4.5. There is little variability in the SPI across climate divisions and across RCPs. The SPEI, on the other hand, generally shows a decreasing trend toward the latter half of the 21st century, with multi-year droughts becoming the norm under the RCP 8.5, particularly in regions that are already dry, such as El Paso. Less severe droughts are projected for the sub-humid eastern edge of the state. Considering that state water planning agencies are already forecasting increased water shortages over the next 50 years, we recommend proactive approaches to risk management such as adjusting the planning tools for potential recurrence of multi-year droughts in regions that are already water-stressed.

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

    ERIC Educational Resources Information Center

    Galaleldin, Mohamed Al Awad

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

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

    ERIC Educational Resources Information Center

    Galaleldin, Mohamed Al Awad

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

  7. 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.…

  8. 24 CFR 7.14 - Responsibilities of the Office of Human Resources.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... Human Resources. 7.14 Section 7.14 Housing and Urban Development Office of the Secretary, Department of... Reprisal Responsibilities § 7.14 Responsibilities of the Office of Human Resources. In accordance with guidelines issued by the Assistant Secretary for Administration, Human Resources Officers shall: (a)...

  9. 24 CFR 7.14 - Responsibilities of the Office of Human Resources.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... Human Resources. 7.14 Section 7.14 Housing and Urban Development Office of the Secretary, Department of... Reprisal Responsibilities § 7.14 Responsibilities of the Office of Human Resources. In accordance with guidelines issued by the Assistant Secretary for Administration, Human Resources Officers shall: (a)...

  10. 77 FR 23766 - Advisory Committee for Education and Human Resources; Notice of Meeting

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-04-20

    ... FOUNDATION Advisory Committee for Education and Human Resources; Notice of Meeting In accordance with the... the following meeting: Name: Advisory Committee for Education and Human Resources ( 1119). Date/Time..., and mathematics (STEM) education and human resources programming. Agenda May 9, 2012...

  11. 77 FR 61033 - Advisory Committee for Education and Human Resources; Notice of Meeting

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-10-05

    ... Advisory Committee for Education and Human Resources; Notice of Meeting In accordance with the Federal... following meeting: Name: Advisory Committee for Education and Human Resources ( 1119). Date/Time: November 7... technology, engineering, and mathematics (STEM) education and human resources programming. Agenda November...

  12. 75 FR 63209 - Advisory Committee for Education and Human Resources; Notice of Meeting

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-10-14

    ... Advisory Committee for Education and Human Resources; Notice of Meeting In accordance with the Federal... following meeting: Name: Advisory Committee for Education and Human Resources ( 1119). Date/Time: November 3..., and mathematics (STEM) education and human resources programming. Agenda November 3, 2010...

  13. 7 CFR 2.91 - Director, Office of Human Resources Management.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 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... Assistant Secretary for Administration to the Director, Office of Human Resources Management: (1) Formulate...

  14. 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...

  15. 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)...

  16. Human resources for the control of road traffic injury.

    PubMed Central

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

    2005-01-01

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

  17. Mapping Resources Potential of the Lunar Surface for Human Exploration

    NASA Astrophysics Data System (ADS)

    Garvin, James

    2005-07-01

    We propose to use the ACS/HRC to delineate UV through visible color units at three test sites on the lunar surface for the purpose of identifying localized areas enriched in potential resources, including TiO2. This pathfinding experiment will make use of HST's unique high resolution imaging capabilities in the near UV. We will observe the Apollo 15 and 17 sites to establish an empirical calibration against sampled lunar soils. We will then observe the Aristarchus Plateau in search of regions enriched in TiO2 at levels that could permit in situ resources utilization activities that support sustained human exploration. Precision mapping of TiO2 abundance and other chemical proxies by virtue of HST's high angular resolution in near UV wavelengths will extend lower resolution Visible-NIR results obtained from orbit by Clementine, and set the stage for future orbital surveys later in the decade. Understanding whether there are lunar near-side sites with adequate resource potential to target human "sorties" and related robotic precursor missions represents an important decision point in NASA's implementation of the President's Vision for Space Exploration. The proposed HST ACS/HRC test data directly support near-term engineering trades associated with the optimal location for the first human return missions to the Moon. No past, current, or planned future lunar orbiting spacecraft will have the ability to investigate the near UV aspects of the lunar spectrum at such scales { 50m}, so the results of the proposed HST observations are unique and relevant to NASA's mission.

  18. Human resource management and performance in healthcare organisations.

    PubMed

    Harris, Claire; Cortvriend, Penny; Hyde, Paula

    2007-01-01

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

  19. Impact of human resource management practices on nursing home performance.

    PubMed

    Rondeau, K V; Wagar, T H

    2001-08-01

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

  20. Information systems on human resources for health: a global review.

    PubMed

    Riley, Patricia L; Zuber, Alexandra; Vindigni, Stephen M; Gupta, Neeru; Verani, Andre R; Sunderland, Nadine L; Friedman, Michael; Zurn, Pascal; Okoro, Chijioke; Patrick, Heather; Campbell, James

    2012-04-30

    Although attainment of the health-related Millennium Development Goals relies on countries having adequate numbers of human resources for health (HRH) and their appropriate distribution, global understanding of the systems used to generate information for monitoring HRH stock and flows, known as human resources information systems (HRIS), is minimal. While HRIS are increasingly recognized as integral to health system performance assessment, baseline information regarding their scope and capability around the world has been limited. We conducted a review of the available literature on HRIS implementation processes in order to draw this baseline. Our systematic search initially retrieved 11 923 articles in four languages published in peer-reviewed and grey literature. Following the selection of those articles which detailed HRIS implementation processes, reviews of their contents were conducted using two-person teams, each assigned to a national system. A data abstraction tool was developed and used to facilitate objective assessment. Ninety-five articles with relevant HRIS information were reviewed, mostly from the grey literature, which comprised 84 % of all documents. The articles represented 63 national HRIS and two regionally integrated systems. Whereas a high percentage of countries reported the capability to generate workforce supply and deployment data, few systems were documented as being used for HRH planning and decision-making. Of the systems examined, only 23 % explicitly stated they collect data on workforce attrition. The majority of countries experiencing crisis levels of HRH shortages (56 %) did not report data on health worker qualifications or professional credentialing as part of their HRIS. Although HRIS are critical for evidence-based human resource policy and practice, there is a dearth of information about these systems, including their current capabilities. The absence of standardized HRIS profiles (including documented processes for

  1. Information systems on human resources for health: a global review

    PubMed Central

    2012-01-01

    Background Although attainment of the health-related Millennium Development Goals relies on countries having adequate numbers of human resources for health (HRH) and their appropriate distribution, global understanding of the systems used to generate information for monitoring HRH stock and flows, known as human resources information systems (HRIS), is minimal. While HRIS are increasingly recognized as integral to health system performance assessment, baseline information regarding their scope and capability around the world has been limited. We conducted a review of the available literature on HRIS implementation processes in order to draw this baseline. Methods Our systematic search initially retrieved 11 923 articles in four languages published in peer-reviewed and grey literature. Following the selection of those articles which detailed HRIS implementation processes, reviews of their contents were conducted using two-person teams, each assigned to a national system. A data abstraction tool was developed and used to facilitate objective assessment. Results Ninety-five articles with relevant HRIS information were reviewed, mostly from the grey literature, which comprised 84 % of all documents. The articles represented 63 national HRIS and two regionally integrated systems. Whereas a high percentage of countries reported the capability to generate workforce supply and deployment data, few systems were documented as being used for HRH planning and decision-making. Of the systems examined, only 23 % explicitly stated they collect data on workforce attrition. The majority of countries experiencing crisis levels of HRH shortages (56 %) did not report data on health worker qualifications or professional credentialing as part of their HRIS. Conclusion Although HRIS are critical for evidence-based human resource policy and practice, there is a dearth of information about these systems, including their current capabilities. The absence of standardized HRIS profiles

  2. Impact of information technology on human resources in healthcare.

    PubMed

    Anvari, Mehran

    2007-01-01

    Incorporation of advances in information communications technology (ICT) into the workplace has had a major impact in human resource utilization in sectors of the economy where it has occurred in a substantial manner, such as manufacturing and financial services. While some benefits of ICT have been realized in healthcare, the full impact of its benefits will only be realized if it is incorporated in a systematic form, rather than in the current patchy and uneven manner seen around the province and across the country to date.

  3. Population, human resources and development planning: towards an integrated approach.

    PubMed

    Farooq, G M

    1981-01-01

    An attempt is made in this discussion to outline in broad terms an analytical and operational framework for integrating population and human resources related issues. 3 sections provide a rationale for comprehensive population, human resources, and development planning; contain a brief description of the kind of policy research needed as part of the analytical base for comprehensive planning; and describe proposed institutional arrangements under which the national effort could be organized and coordinated and the related programs implemented. For comprehensive development planning, it is essential to consider population problems in their broad perspective. Population problems are related to the prevailing levels of mortality, health and nutrition, population movements, levels of unemployment, underemployment and child labor, women's roles, income inequalities, incidence of poverty, and quality of environment and the like, as well as, population growth. A model for the integration of population variables into national socioeconomic planning would involve, in increasing order of complexity, the following types of analytical work: detailed demographic estimates and projections; translation of the consequences of population dynamics into estimates of social and economic needs for the purpose of sectoral planning; and research on the more important demographic, social, and economic linkages in order to contribute to the formulation of population policies and related measures for influencing population variables directly and the overall development plan, sectoral plans, and individual programs and projects. Some of the more basic studies that would help to establish an appropriate analytical base for a comprehensive planning approach are outlined. A suitable operational framework is required for an effective and integrated approach to population, human resources, and development planning. What is necessary is the establishment of a permanent high level institution

  4. [Human resources in Iaşi Pharmacists Association].

    PubMed

    Streit, Gabriela; Voitcu, Mariana; Ionaşcu, Rodica; Cojocaru, Ileana

    2004-01-01

    The authors present the results of the 2000 and 2001 census of the human resources of the Iaşi County, realised by the Pharmacists Association. The results underline that most of the pharmacists are working in public pharmacies (69%). In the 188 community pharmacies are working 490 pharmacists, meaning a pharmacist/1707 inhabitants of the Iaşi County. Most of the actual pharmacies (75%) are small, with 1-2 pharmacists. Comparing the results of the two consecutive census it was observed an increase of the number of the pharmacies and pharmacists.

  5. [The prospective model of human resources' management in health institution].

    PubMed

    Rastorgueva, T I; Shchepin, V O

    2009-01-01

    The article postulates the actuality of developing the concept of the psychological aspects of institution management as projected into health care area where the medical personnel is working in the conditions of higher responsibility, emotional and intellectual overloads under permanent nervous psychological stress. This contingent of medical institutions stuff very often ignore the positive psychological interventions both due to the poor labor management and the corresponding knowledge lacking. The topicality of this research vector is determined by the deficiency of the human resources' management studies in the public health field. The need in searching the investigation prospective directions is ascertained by the unexploredness of personnel management in national health care.

  6. KENNEDY SPACE CENTER, FLA. - NASA Administrator Sean O’Keefe talks to the media at the Central Florida Research Park, near Orlando. He and government officials were at the park for a presentation about the assets of the research park as the site of NASA’s new Shared Services Center. Behind O’Keefe are (left to right) Pamella J. Dana, Ph.D., director, Office of Tourism, Trade, and Economic Development in Florida; Florida Congressman Tom Feeney; U.S. Representative Ric Keller; and Congressman Dave Weldon. At right is Mike Rein, division chief of KSC External Affairs. Six sites around the U.S. are under consideration for location of the Center, which would centralize NASA’s payroll, accounting, human resources, facilities and procurement offices that are now handled at each field center. The consolidation is part of the One NASA focus. Others attending the presentation included U.S. Senator Bill Nelson and Center Director Jim Kennedy.

    NASA Image and Video Library

    2004-02-19

    KENNEDY SPACE CENTER, FLA. - NASA Administrator Sean O’Keefe talks to the media at the Central Florida Research Park, near Orlando. He and government officials were at the park for a presentation about the assets of the research park as the site of NASA’s new Shared Services Center. Behind O’Keefe are (left to right) Pamella J. Dana, Ph.D., director, Office of Tourism, Trade, and Economic Development in Florida; Florida Congressman Tom Feeney; U.S. Representative Ric Keller; and Congressman Dave Weldon. At right is Mike Rein, division chief of KSC External Affairs. Six sites around the U.S. are under consideration for location of the Center, which would centralize NASA’s payroll, accounting, human resources, facilities and procurement offices that are now handled at each field center. The consolidation is part of the One NASA focus. Others attending the presentation included U.S. Senator Bill Nelson and Center Director Jim Kennedy.

  7. KENNEDY SPACE CENTER, FLA. - NASA Administrator Sean O’Keefe talks to the media at the Central Florida Research Park, near Orlando. He and government officials were at the park for a presentation about the assets of the research park as the site of NASA’s new Shared Services Center. Behind O’Keefe are (left to right) Pamella J. Dana, Ph.D., director, Office of Tourism, Trade, and Economic Development in Florida; U.S. Representative Ric Keller; Florida Congressman Tom Feeney; and Congressman Dave Weldon. At right is Mike Rein, division chief of KSC External Affairs. Six sites around the U.S. are under consideration for location of the Center, which would centralize NASA’s payroll, accounting, human resources, facilities and procurement offices that are now handled at each field center. The consolidation is part of the One NASA focus. Others attending the presentation included U.S. Senator Bill Nelson and Center Director Jim Kennedy.

    NASA Image and Video Library

    2004-02-19

    KENNEDY SPACE CENTER, FLA. - NASA Administrator Sean O’Keefe talks to the media at the Central Florida Research Park, near Orlando. He and government officials were at the park for a presentation about the assets of the research park as the site of NASA’s new Shared Services Center. Behind O’Keefe are (left to right) Pamella J. Dana, Ph.D., director, Office of Tourism, Trade, and Economic Development in Florida; U.S. Representative Ric Keller; Florida Congressman Tom Feeney; and Congressman Dave Weldon. At right is Mike Rein, division chief of KSC External Affairs. Six sites around the U.S. are under consideration for location of the Center, which would centralize NASA’s payroll, accounting, human resources, facilities and procurement offices that are now handled at each field center. The consolidation is part of the One NASA focus. Others attending the presentation included U.S. Senator Bill Nelson and Center Director Jim Kennedy.

  8. Bibliography of Research Reports and Publications Issued by the Human Engineering Division, January 1987 - December 1993

    DTIC Science & Technology

    1994-03-01

    Annual Meeting, 1, 332-336. Boff, K. R., Polzella , D. J., & Morton, K. (1990). Crew system ergonomics information analysis center: A gateway for technology...A209396) Licht, D. M., Polzella , D. J., & Boff, K. R. (1991). Human factors, ergonomics, and human factors engineering: An analysis of definitions (Report...DTIC No. A262576) Polzella , D. J., Masline, P. J., Amell, J. R., Perez, W. A., & Ranmey, E. G. (1987). The development of a spatial orientation task for

  9. Transmission of persistent ionizing radiation-induced foci through cell division in human primary cells.

    PubMed

    Vaurijoux, Aurelie; Voisin, Pascale; Freneau, Amelie; Barquinero, Joan Francesc; Gruel, Gaetan

    2017-03-01

    Unrepaired DNA double-strand breaks (DSBs) induced by ionizing radiation are associated with lethal effects and genomic instability. After the initial breaks and chromatin destabilization, a set of post-translational modifications of histones occurs, including phosphorylation of serine 139 of histone H2AX (γH2AX), which leads to the formation of ionizing radiation-induced foci (IRIF). DSB repair results in the disappearance of most IRIF within hours after exposure, although some remain 24h after irradiation. Their relation to unrepaired DSBs is generally accepted but still controversial. This study evaluates the frequency and kinetics of persistent IRIF and analyzes their impact on cell proliferation. We observed persistent IRIF up to 7 days postirradiation, and more than 70% of cells exposed to 5Gy had at least one of these persistent IRIF 24h after exposure. Moreover we demonstrated that persistent IRIF did not block cell proliferation definitively. The frequency of IRIF was lower in daughter cells, due to asymmetric distribution of IRIF between some of them. We report a positive association between the presence of IRIF and the likelihood of DNA missegregation. Hence, the structure formed after the passage of a persistent IRI focus across the S and G2 phases may impede the correct segregation of the affected chromosome's sister chromatids. The ensuing abnormal resolution of anaphase might therefore cause the nature of IRIF in daughter-cell nuclei to differ before and after the first cell division. The resulting atypical chromosomal assembly may be lethal or result in a gene dosage imbalance and possibly enhanced genomic instability, in particular in the daughter cells. Copyright © 2017 Elsevier B.V. All rights reserved.

  10. Trim32 facilitates degradation of MYCN on spindle poles and induces asymmetric cell division in human neuroblastoma cells.

    PubMed

    Izumi, Hideki; Kaneko, Yasuhiko

    2014-10-01

    Asymmetric cell division (ACD) is a physiologic process during development and tissue homeostasis. ACD produces two unequal daughter cells: one has stem/progenitor cell activity and the other has potential for differentiation. Recent studies showed that misregulation of the balance between self-renewal and differentiation by ACD may lead to tumorigenesis in Drosophila neuroblasts. However, it is still largely unknown whether human cancer stem-like cells exhibit ACD or not. Here, using human neuroblastoma cells as an ACD model, we found that MYCN accumulates at spindle poles by GSK-3β phosphorylation during mitosis. In parallel, the ACD-related ubiquitin ligase Trim32 was recruited to spindle poles by CDK1/cyclin B-mediated phosphorylation. Trim32 interacted with MYCN at spindle poles during mitosis, facilitating proteasomal degradation of MYCN at spindle poles and inducing ACD. Trim32 also suppressed sphere formation of neuroblastoma-initiating cells, suggesting that the mechanisms of ACD produce differentiated neuroblastoma cells that will eventually die. Thus, Trim32 is a positive regulator of ACD that acts against MYCN and should be considered as a tumor-suppressor candidate. Our findings offer novel insights into the mechanisms of ACD and clarify its contributions to human tumorigenesis.

  11. An imminent human resource crisis in ground water hydrology?

    PubMed

    Stephens, Daniel B

    2009-01-01

    Anecdotal evidence, mostly from the United States, suggests that it has become increasingly difficult to find well-trained, entry-level ground water hydrologists to fill open positions in consulting firms and regulatory agencies. The future prospects for filling positions that require training in ground water hydrology are assessed by considering three factors: the market, the numbers of qualified students entering colleges and universities, and the aging of the existing workforce. The environmental and water resources consulting industry has seen continuous albeit variable growth, and demand for environmental scientists and hydrologists is expected to increase significantly. Conversely, students' interest and their enrollment in hydrology and water resources programs have waned in recent years, and the interests of students within these departments have shifted away from ground water hydrology in some schools. This decrease in the numbers of U.S. students graduating in hydrology or emphasizing ground water hydrology is coinciding with the aging of and pending retirement of ground water scientists and engineers in the baby boomer generation. We need to both trigger the imagination of students at the elementary school level so that they later want to apply science and math and communicate the career opportunities in ground water hydrology to those high school and college graduates who have acquired the appropriate technical background. Because the success of a consulting firm, research organization, or regulatory agency is derived from the skills and judgment of the employees, human resources will be an increasingly more critical strategic issue for many years.

  12. The Louisiana Department of Natural Resources, Office of Conservation, Injection and Mining Division underground injection control program: A peer review

    SciTech Connect

    Not Available

    1989-01-01

    The reports included herein and any reports added subsequently are the result of an effort to evaluate the effectiveness of state programs to protect Underground Sources of Drinking Water (USDW) from potential contamination resulting from the operation of injection wells related to the production of oil and gas (Class II injection wells). A USDW is defined as an aquifer or its portion which supplies a public water system, or which contains sufficient water to supply a public water system, and currently supplies drinking water for human consumption, or contains a concentration of less than 10,000 mg/l total dissolved solids (TDS) and which is not otherwise exempted as a USDW. Where defined waters other than USDWs exist and where they are addressed in the state program, they are highlighted in the General Program Comments and Observations portion of the report. Readers will need to exercise care when using individual state reports to understand specific relationships between USDWs and any waters with a more limited definition. The Review Team's conclusions are in every case based on protection of USDWs. The programs examined in this study cover wells which are used for the injection of fluids into oil reservoirs for the purpose of stimulating or furthering their production when natural production mechanisms decline or cease (enhanced recovery wells) and for the disposal of waters produced in conjunction with the production of oil and gas (disposal wells).

  13. Human Capital Investment and the Gender Division of Labor in a Brawn-Based Economy

    PubMed Central

    Pitt, Mark M.; Rosenzweig, Mark R.; Hassan, Nazmul

    2013-01-01

    We use a model of human capital investment and activity choice to explain facts describing gender differentials in the levels and returns to human capital investments. These include the higher return to and level of schooling, the small effect of healthiness on wages, and the large effect of healthiness on schooling for females relative to males. The model incorporates gender differences in the level and responsiveness of brawn to nutrition in a Roy-economy setting in which activities reward skill and brawn differentially. Empirical evidence from rural Bangladesh provides support for the model and the importance of the distribution of brawn. PMID:25152536

  14. Understanding human resource management practices in Botswana's public health sector.

    PubMed

    Seitio-Kgokgwe, Onalenna Stannie; Gauld, Robin; Hill, Philip C; Barnett, Pauline

    2016-11-21

    Purpose The purpose of this paper is to assess the management of the public sector health workforce in Botswana. Using institutional frameworks it aims to document and analyse human resource management (HRM) practices, and make recommendations to improve employee and health system outcomes. Design/methodology/approach The paper draws from a large study that used a mixed methods approach to assess performance of Botswana's Ministry of Health (MOH). It uses data collected through document analysis and in-depth interviews of 54 key informants comprising policy makers, senior staff of the MOH and its stakeholder organizations. Findings Public health sector HRM in Botswana has experienced inadequate planning, poor deployment and underutilization of staff. Lack of comprehensive retention strategies and poor working conditions contributed to the failure to attract and retain skilled personnel. Relationships with both formal and informal environments affected HRM performance. Research limitations/implications While document review was a major source of data for this paper, the weaknesses in the human resource information system limited availability of data. Practical implications This paper presents an argument for the need for consideration of formal and informal environments in developing effective HRM strategies. Originality/value This research provides a rare system-wide approach to health HRM in a Sub-Saharan African country. It contributes to the literature and evidence needed to guide HRM policy decisions and practices.

  15. Human resource management in the health care industry.

    PubMed

    Siddiqui, J; Kleiner, B H

    1998-01-01

    Human resource management practices with special reference to the latest developments of the 1990s such as environmental effects and managing diversity, were investigated. The purpose of the study was to unveil how the health care industry can benefit from these new concepts, as well as to describe how the traditional health care facilities can adapt these new ideas. Specific examples were provided to illustrate this point. In compilation of this report, both primary and secondary research was used. As primary research, many reputable individuals in the health care industry were consulted, and asked to comment on the rough draft of this report. Secondary sources included many journal articles, original researches and books that were written on this technical subject. It can be concluded from this research, that the health care industry should adapt the latest methods to compete and survive, such as use more marketing tools to attract human resource management personnel from other industries, promote diversity at the work place, promote from within the company, and cross-train personnel whenever possible. Health care industry has generally lagged behind other industries in securing high-performance individuals and marketing personnel; however, with the development of health maintenance organizations, this trend is changing.

  16. Forecasting models for human resources in health care.

    PubMed

    O'Brien-Pallas, L; Baumann, A; Donner, G; Murphy, G T; Lochhaas-Gerlach, J; Luba, M

    2001-01-01

    This article is a review of the approaches published between 1996 and 1999 that have been used to forecast human resource requirements for nursing. Much of the work to date generally does not consider the complex factors that influence health human resources (HHR). They also do not consider the effect of HHR decisions on population health, provider outcomes such as stress, and the cost of a decision made. Supply and demand approaches have dominated. Forecasting is limited, too, by the availability of reliable and valid data bases for examining supply and use of nursing personnel across sectors. Three models--needs based, utilization based, and effective demand based--provide substantially different estimates of future HHR need. The methods of analysis employed for forecasting range from descriptive to predictive and are borrowed from demography, epidemiology, economics, and industrial engineering. Simulation models offer the most promise for the future. The forecasting methods described have demonstrated their accuracy and usefulness for specific situations, but none has proven accurate for long-term forecasting or for estimating needs for large geographical areas or populations.

  17. Retaining an aging nurse workforce: perceptions of human resource practices.

    PubMed

    Palumbo, Mary Val; McIntosh, Barbara; Rambur, Betty; Naud, Shelly

    2009-01-01

    The expected retirement of the largest cohort of nurses will push the RN workforce below projected need by 2020. The challenges of managing a nursing workforce with the majority of nurses over 45 years of age are now necessitating attention to polices for recruitment and retention of older nurses, particularly in rural areas. This convenience sample study employed a mailed survey to investigate perceptions of nurses in 12 institutions (four hospitals, seven home health agencies, and one nursing home serving a small rural state). The goal was to explore rural RNs' perceptions of intent to stay in their current position, with their organization, and employment as a nurse; organizational and unit-level culture regarding older nurses in the workplace; importance of specific human resource practices/policies to their own intention to stay; and extent to which these human resource practices/policies are currently done. The results indicate that although there are similarities across age cohorts, important differences exist that can be addressed to create career-span sensitive policies and practices. This study provides an indicator of progress or lack of progress in addressing older nurse recruitment and retention, and also offers guidance for differentiating policies and practices for younger and older nurses.

  18. Evaluation of three electronic report processing systems for preparing hydrologic reports of the U.S Geological Survey, Water Resources Division

    USGS Publications Warehouse

    Stiltner, G.J.

    1990-01-01

    In 1987, the Water Resources Division of the U.S. Geological Survey undertook three pilot projects to evaluate electronic report processing systems as a means to improve the quality and timeliness of reports pertaining to water resources investigations. The three projects selected for study included the use of the following configuration of software and hardware: Ventura Publisher software on an IBM model AT personal computer, PageMaker software on a Macintosh computer, and FrameMaker software on a Sun Microsystems workstation. The following assessment criteria were to be addressed in the pilot studies: The combined use of text, tables, and graphics; analysis of time; ease of learning; compatibility with the existing minicomputer system; and technical limitations. It was considered essential that the camera-ready copy produced be in a format suitable for publication. Visual improvement alone was not a consideration. This report consolidates and summarizes the findings of the electronic report processing pilot projects. Text and table files originating on the existing minicomputer system were successfully transformed to the electronic report processing systems in American Standard Code for Information Interchange (ASCII) format. Graphics prepared using a proprietary graphics software package were transferred to all the electronic report processing software through the use of Computer Graphic Metafiles. Graphics from other sources were entered into the systems by scanning paper images. Comparative analysis of time needed to process text and tables by the electronic report processing systems and by conventional methods indicated that, although more time is invested in creating the original page composition for an electronically processed report , substantial time is saved in producing subsequent reports because the format can be stored and re-used by electronic means as a template. Because of the more compact page layouts, costs of printing the reports were 15% to 25

  19. Transcriptomics resources of human tissues and organs.

    PubMed

    Uhlén, Mathias; Hallström, Björn M; Lindskog, Cecilia; Mardinoglu, Adil; Pontén, Fredrik; Nielsen, Jens

    2016-04-04

    Quantifying the differential expression of genes in various human organs, tissues, and cell types is vital to understand human physiology and disease. Recently, several large-scale transcriptomics studies have analyzed the expression of protein-coding genes across tissues. These datasets provide a framework for defining the molecular constituents of the human body as well as for generating comprehensive lists of proteins expressed across tissues or in a tissue-restricted manner. Here, we review publicly available human transcriptome resources and discuss body-wide data from independent genome-wide transcriptome analyses of different tissues. Gene expression measurements from these independent datasets, generated using samples from fresh frozen surgical specimens and postmortem tissues, are consistent. Overall, the different genome-wide analyses support a distribution in which many proteins are found in all tissues and relatively few in a tissue-restricted manner. Moreover, we discuss the applications of publicly available omics data for building genome-scale metabolic models, used for analyzing cell and tissue functions both in physiological and in disease contexts.

  20. Test plan for 32-bit microcomputers for the Water Resources Division; Chapter A, Test plan for acquisition of prototype 32-bit microcomputers

    USGS Publications Warehouse

    Hutchison, N.E.; Harbaugh, A.W.; Holloway, R.A.; Merk, C.F.

    1987-01-01

    The Water Resources Division (WRD) of the U.S. Geological Survey is evaluating 32-bit microcomputers to determine how they can complement, and perhaps later replace, the existing network of minicomputers. The WRD is also designing a National Water Information System (NWIS) that will combine and integrate the existing National Water Data Storage and Retrieval System (WATSTORE), National Water Data Exchange (NAWDEX), and components of several other existing systems. The procedures and testing done in a market evaluation of 32-bit microcomputers are documented. The results of the testing are documented in the NWIS Project Office. The market evaluation was done to identify commercially available hardware and software that could be used for implementing early NWIS prototypes to determine the applicability of 32-bit microcomputers for data base and general computing applications. Three microcomputers will be used for these prototype studies. The results of the prototype studies will be used to compile requirements for a Request for Procurement (RFP) for hardware and software to meet the WRD 's needs in the early 1990's. The identification of qualified vendors to provide the prototype hardware and software included reviewing industry literature, and making telephone calls and personal visits to prospective vendors. Those vendors that appeared to meet general requirements were required to run benchmark tests. (Author 's abstract)

  1. The Division of Household Labor.

    ERIC Educational Resources Information Center

    Spitze, Glenna D.; Huber, Joan

    A study was conducted to test the following hypotheses concerning division of household labor (DOHL) between husbands and wives: (1) the division of household labor is somewhat affected by the availability of time, especially the wife's time; (2) there are strong effects of relative power, as measured by market-related resources, marital…

  2. Radiotherapy infrastructure and human resources in Europe - present status and its implications for 2020.

    PubMed

    Datta, Niloy Ranjan; Samiei, Massoud; Bodis, Stephan

    2014-10-01

    Radiotherapy (RT) is required for nearly half of the newly diagnosed cancer patients. To optimise the quality and availability of RT, guidelines have been proposed by European Society for Radiotherapy and Oncology-QUAntification of Radiation Therapy Infrastructure And Staffing Needs (ESTRO-QUARTS) and the International Atomic Energy Agency (IAEA). This study evaluates the present status of RT capacity in Europe and the projected needs by 2020 as per these recommendations. Thirty-nine of the 53 countries, listed in Europe by the UN Statistical Division, whose cancer incidences, teletherapy and human resources were available in the Global Cancer Incidence, Mortality and Prevalence (GLOBOCAN), International Agency for Research on Cancer (IARC) and DIrectory of RAdiotherapy Centres (DIRAC) (IAEA) databases were evaluated. A total of 3550 teletherapy units (TRT), 7017 radiation oncologists (RO), 3685 medical physicists (MP) and 12,788 radiotherapy technologists (RTT) are presently available for the 3.44 million new cancer cases reported annually in these countries. The present infrastructure and human resources in RT are estimated to provide RT access to 74.3% of the patients requiring RT. The current capacity in TRT, RO, MP and RTT when compared with recommended guidelines has a deficit of 25.6%, 18.3%, 22.7% and 10.6%, respectively. Thus, to respond to requirements by 2020, the existing capacity needs to be augmented by an additional 1698 TRTs, 2429 ROs, 1563 MPs and 2956 RTTs. With an imminent rise in cancer incidence, multifaceted strategic planning at national and international levels within a coordinated comprehensive cancer control programme is highly desirable to give adequate access to all patients who require radiotherapy across Europe. Specific steps to address this issue at national and continental levels involving all major stakeholders are proposed.

  3. A study of human resource competencies required to implement community rehabilitation in less resourced settings.

    PubMed

    Gilmore, Brynne; MacLachlan, Malcolm; McVeigh, Joanne; McClean, Chiedza; Carr, Stuart; Duttine, Antony; Mannan, Hasheem; McAuliffe, Eilish; Mji, Gubela; Eide, Arne H; Hem, Karl-Gerhard; Gupta, Neeru

    2017-09-22

    implementing the WHO guidelines on the interaction between the health sector and CBR, particularly in the context of the Framework for Action for Strengthening Health Systems, in which human resources is one of six components. Realist syntheses can provide policy makers with detailed and practical information regarding complex health interventions, which may be valuable when planning and implementing programmes.

  4. Timing of cell division in human cleavage-stage embryos is linked with blastocyst formation and quality.

    PubMed

    Cruz, María; Garrido, Nicolás; Herrero, Javier; Pérez-Cano, Inmaculada; Muñoz, Manuel; Meseguer, Marcos

    2012-10-01

    Noninvasive markers of embryo quality are being sought to improve IVF success. The present study aimed to discover possible associations between embryo division kinetics in the cleavage stage, the subsequent ability of human embryos to reach the blastocyst stage and the resulting blastocyst morphology. A retrospective cohort study analysed 834 embryos from 165 oocyte donation couples using a time-lapse monitoring system that allowed the recording of the exact timings for key events related to embryo development. Timing parameters were categorized into four quartiles. The probability of an embryo developing to a blastocyst was linked to a strict chronology of development. To further evaluate the relationships between these morphokinetic parameters and subsequent blastocyst formation, the ensuing blastocyst morphology was compared with a viability score based on a hierarchical classification of the cleavage-stage morphokinetic parameters. It is concluded that the kinetics of early embryo development and the potential for human embryos to develop to the blastocyst stage on day 5 are closely related and that time-lapse-based evaluation of the exact timing of early events in embryo development is a promising tool for the prediction of blastocyst formation and quality according to the proposed model.

  5. The quest for One Health: human resource training aspects.

    PubMed

    Kiwara, Angwara; Semakafu, Ave-Maria; Frumence, Gasto

    2014-04-23

    Appropriately trained Human Resources for Health (HRH) are key inputs into One Health. '… more than 50% of all infectious diseases of humans originate from animals and that, of the emerging diseases about 75% could be traced back to animal origin' (Rweyemamu et al. 2006). A comprehensive understanding of the social determinants of health, through an appropriate training model for HRH, is a key input. This study aimed to explore if human and veterinary medical schools were using such a model or providing time for this model in their curricula. Specific objectives were to: determine the time that human and veterinary medical schools' curricula provide for subjects or courses related to the social determinants of health; analyse the curricula contents to establish how they relate to the social determinants of health; and explore how a bio-medical model may influence the graduates' understanding and practice of One Health. A review of human and veterinary graduate-level medical schools' curricula in East Africa was performed in April 2013 and May 2013. The findings were: in the curricula, SDH contents for knowledge enhancement about One Health are minimal and that teaching is Germ Theory model-driven and partisan. Out of the total training time for physicians and veterinarians, less than 10% was provided for the social determinants of health-related courses. In conclusion, the curricula and training times provided are inadequate for graduates to fully understand the social determinants of health and their role in One Health. Furthermore, the Germ Theory model that has been adopted addresses secondary causes and is inappropriate. There is a need for more in-depth model. This article suggests that a vicious cycle of ill-health model must be taught.

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

    ERIC Educational Resources Information Center

    Ogle, Peggy

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

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

    ERIC Educational Resources Information Center

    Ogle, Peggy

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

  8. [Human factors and crisis resource management: improving patient safety].

    PubMed

    Rall, M; Oberfrank, S

    2013-10-01

    A continuing high number of patients suffer harm from medical treatment. In 60-70% of the cases the sources of harm can be attributed to the field of human factors (HFs) and teamwork; nevertheless, those topics are still neither part of medical education nor of basic and advanced training even though it has been known for many years and it has meanwhile also been demonstrated for surgical specialties that training in human factors and teamwork considerably reduces surgical mortality.Besides the medical field, the concept of crisis resource management (CRM) has already proven its worth in many other industries by improving teamwork and reducing errors in the domain of human factors. One of the best ways to learn about CRM and HFs is realistic simulation team training with well-trained instructors in CRM and HF. The educational concept of the HOTT (hand over team training) courses for trauma room training offered by the DGU integrates these elements based on the current state of science. It is time to establish such training for all medical teams in emergency medicine and operative care. Accompanying safety measures, such as the development of a positive culture of safety in every department and the use of effective critical incident reporting systems (CIRs) should be pursued.

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

    ERIC Educational Resources Information Center

    Hu, Po

    2007-01-01

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

  10. Strategic Concepts for the Development of Chinese Education and Human Resources for the Next Fifty Years

    ERIC Educational Resources Information Center

    Chinese Education and Society, 2005

    2005-01-01

    This article discusses the strategic concepts for the development of Chinese education and human resources for the next 50 years. These concepts include: (a) Strategic Choice: Human Resources Are the Most Important Resource Development; (b) Strategic Targets: Realize the "Three Steps" of Education and the "Two Promotions" of…

  11. Simulating irrational human behavior to prevent resource depletion.

    PubMed

    Sircova, Anna; Karimi, Fariba; Osin, Evgeny N; Lee, Sungmin; Holme, Petter; Strömbom, Daniel

    2015-01-01

    In a situation with a limited common resource, cooperation between individuals sharing the resource is essential. However, people often act upon self-interest in irrational ways that threaten the long-term survival of the whole group. A lack of sustainable or environmentally responsible behavior is often observed. In this study, we examine how the maximization of benefits principle works in a wider social interactive context of personality preferences in order to gain a more realistic insight into the evolution of cooperation. We used time perspective (TP), a concept reflecting individual differences in orientation towards past, present, or future, and relevant for making sustainable choices. We developed a personality-driven agent-based model that explores the role of personality in the outcomes of social dilemmas and includes multiple facets of diversity: (1) The agents have different behavior strategies: individual differences derived by applying cluster analysis to survey data from 22 countries (N = 10,940) and resulting in 7 cross-cultural profiles of TP; (2) The non-uniform distribution of the types of agents across countries; (3) The diverse interactions between the agents; and (4) diverse responses to those interactions in a well-mixed population. As one of the results, we introduced an index of overall cooperation for each of the 22 countries, which was validated against cultural, economic, and sustainability indicators (HDI, dimensions of national culture, and Environment Performance Index). It was associated with higher human development, higher individualism, lower power distance, and better environmental performance. The findings illustrate how individual differences in TP can be simulated to predict the ways people in different countries solve the personal vs. common gain dilemma in the global limited-resource situation. This interdisciplinary approach to social simulation can be adopted to explain the possible causes of global environmental issues

  12. Simulating Irrational Human Behavior to Prevent Resource Depletion

    PubMed Central

    Sircova, Anna; Karimi, Fariba; Osin, Evgeny N.; Lee, Sungmin; Holme, Petter; Strömbom, Daniel

    2015-01-01

    In a situation with a limited common resource, cooperation between individuals sharing the resource is essential. However, people often act upon self-interest in irrational ways that threaten the long-term survival of the whole group. A lack of sustainable or environmentally responsible behavior is often observed. In this study, we examine how the maximization of benefits principle works in a wider social interactive context of personality preferences in order to gain a more realistic insight into the evolution of cooperation. We used time perspective (TP), a concept reflecting individual differences in orientation towards past, present, or future, and relevant for making sustainable choices. We developed a personality-driven agent-based model that explores the role of personality in the outcomes of social dilemmas and includes multiple facets of diversity: (1) The agents have different behavior strategies: individual differences derived by applying cluster analysis to survey data from 22 countries (N = 10,940) and resulting in 7 cross-cultural profiles of TP; (2) The non-uniform distribution of the types of agents across countries; (3) The diverse interactions between the agents; and (4) diverse responses to those interactions in a well-mixed population. As one of the results, we introduced an index of overall cooperation for each of the 22 countries, which was validated against cultural, economic, and sustainability indicators (HDI, dimensions of national culture, and Environment Performance Index). It was associated with higher human development, higher individualism, lower power distance, and better environmental performance. The findings illustrate how individual differences in TP can be simulated to predict the ways people in different countries solve the personal vs. common gain dilemma in the global limited-resource situation. This interdisciplinary approach to social simulation can be adopted to explain the possible causes of global environmental issues

  13. [Human Resource Development for Thyroid Ultrasound Examination Program in Fukushima].

    PubMed

    Sato, Ayako; Shimura, Hiroki; Hakoiwa, Tomomi; Sakagami, Toshie; Ohishi, Manabu; Sato, Yukari; Sakuma, Nobuko; Midorikawa, Sanae; Suzuki, Satoru; Ohtsuru, Akira; Suzuki, Shinichi

    2016-01-01

    As a response to the health effects associated with the Fukushima Daiichi Nuclear Power Plant accident that occurred after the Great East Japan Earthquake, the Thyroid Ultrasound Examination program as a part of the Fukushima Health Management Survey was started on Oct. 9th, 2011. Since this project required a large-scale cohort comprising all residents aged ≤ 18 years living in Fukushima when the earthquake happened, the nurturing of many ultrasound examiners was a matter of great urgency. Moreover, the standardization of examination procedures and skills of examiners were also important issues. Therefore, educational projects were established to develop ultrasound skills for medical doctors and technicians in Fukushima Prefecture. Marked efforts for this project resulted in increases in ultrasound examiners and institutions taking part in the Thyroid Ultrasound Examination project. Medical technicians specialized in ultrasound examinations are actively involved in these educational projects. We report the details of human resource development projects from the point of view of such medical technicians.

  14. The human resource crisis in neuro-ophthalmology.

    PubMed

    Frohman, Larry P

    2008-09-01

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

  15. IGD: a resource for intronless genes in the human genome.

    PubMed

    Louhichi, Amel; Fourati, Ahmed; Rebaï, Ahmed

    2011-11-15

    Intronless genes (IGs) fraction varies between 2.7 and 97.7% in eukaryotic genomes. Although many databases on exons and introns exist, there was no curated database for such genes which allowed their study in a concerted manner. Such a database would be useful to identify the functional features and the distribution of these genes across the genome. Here, a new database of IGs in eukaryotes based on GenBank data was described. This database, called IGD (Intronless Gene Database), is a collection of gene sequences that were annotated and curated. The current version of IGD contains 687 human intronless genes with their protein and CDS sequences. Some features of the entries are given in this paper. Data was extracted from GenBank release 183 using a Perl script. Data extraction was followed by a manual curation step. Intronless genes were then analyzed based on their RefSeq annotation and Gene Ontology functional class. IGD represents a useful resource for retrieval and in silico study of intronless genes. IGD is available at http://www.bioinfo-cbs.org/igd with comprehensive help and FAQ pages that illustrate the main uses of this resource.

  16. Sustainable Human Presence on the Moon using In Situ Resources

    NASA Technical Reports Server (NTRS)

    McLemore, Carol A.; Fikes, John C.; McCarley, Kevin S.; Darby, Charles A.; Curreri, Peter A.; Kennedy, James P.; Good, James E.; Gilley, Scott D.

    2008-01-01

    New capabilities, technologies and infrastructure must be developed to enable a sustained human presence on the moon and beyond. The key to having this permanent presence is the utilization of in situ resources. To this end, NASA is investigating how in situ resources can be utilized to improve mission success by reducing up-mass, improving safety, reducing risk, and bringing down costs for the overall mission. To ensure that this capability is available when needed, technology development is required now. NASA/Marshall Space Flight Center (MSFC) is supporting this endeavor, along with other NASA centers, by exploring how lunar regolith can be mined for uses such as construction, life support, propulsion, power, and fabrication. Efforts at MSFC include development of lunar regolith simulant for hardware testing and development, extraction of oxygen and other materials from the lunar regolith, production of parts and tools on the moon from local materials or from provisioned feedstocks, and capabilities to show that produced parts are "ready for use". This paper discusses the lunar regolith, how the regolith is being replicated in the development of simulants and possible uses of the regolith.

  17. The 2015 ACR Commission on Human Resources Workforce Survey.

    PubMed

    Bluth, Edward I; Cox, Jan; Bansal, Swati; Green, Daniel

    2015-11-01

    The ACR Commission on Human Resources continues to conduct its annual electronic survey to better understand the present workforce scenario for radiologists. The Practice of Radiology Environment Database was used to identify group leads, who were asked to complete an electronic survey developed by the Commission on Human Resources. The survey asked group leaders to report the number of radiologists they currently employ or supervise, the number hired in 2014, and the numbers they plan to hire in 2015 and 2018. The leaders were asked to report the subspecialty area used as the main reason for hiring each physician, as well as the ages and genders of their current workforce. Thirty-two percent of group leaders responded to the survey, corresponding to 12,079 radiologists or 39% of all practicing radiologists. Twenty-one percent of the workforce is female and 79% is male. Ten percent of radiologists older than 65 years are women, while 32% younger than 35 are women. Twelve percent of radiologists work part-time, corresponding to a breakdown of 10% of men and 24% of women working part-time. The current workforce is 13% general radiologists and 87% subspecialists. In 2015, a projected 1,131 to 1,484 jobs will be available for radiologists. Job opportunities for radiologists seem to be increasing compared with 2013 and are relatively similar to 2014. Radiologists continue to subspecialize in greater numbers, but only 39% of radiologists practice more than 50% of the time in their subspecialties. Copyright © 2015 American College of Radiology. Published by Elsevier Inc. All rights reserved.

  18. The 2016 ACR Commission on Human Resources Workforce Survey.

    PubMed

    Bluth, Edward I; Bansal, Swati

    2016-10-01

    The ACR Commission on Human Resources conducts an annual electronic survey to better understand the present workforce scenario for radiologists. The Practice of Radiology Environment Database was used to identify group leads, who were asked to complete an electronic survey developed by the Commission on Human Resources. The survey asked group leads to report the number of radiologists they currently employ or supervise, the number hired in 2015, and the numbers they plan to hire in 2016 and 2019. Leaders were asked to report the subspecialty area used as the main reason for hiring each physician, as well the ages and genders of their current workforce. Thirty-two percent of group leaders, corresponding to 13,074 radiologists or 39% of all practicing radiologists, responded to this survey. The percentage of practicing radiologists who are male is 78.6%, compared with 21.4% who are female. Six percent of radiologists are older than 65 years, and 22% are between the ages of 56 and 65 years. Nineteen percent of radiologists older than 65 years retired in 2015. Fifteen percent of all radiologists work part-time. Among the part-time radiologists, 9% are male and 30% are female. General radiologists now make up only 13.3% of the radiologist workforce. In 2015, 45% of new hires moved from existing jobs; 55% were first-time hires. In 2016, it is projected that between 1,713 and 2,223 new jobs will be available, a 16.2% increase from hiring in 2015. Job opportunities for radiologists have continued to increase since 2013. Copyright © 2016. Published by Elsevier Inc.

  19. Sandhill crane roost selection, human disturbance, and forage resources

    USGS Publications Warehouse

    Pearse, Aaron T.; Krapu, Gary; Brandt, David

    2017-01-01

    Sites used for roosting represent a key habitat requirement for many species of birds because availability and quality of roost sites can influence individual fitness. Birds select roost sites based on numerous factors, requirements, and motivations, and selection of roosts can be dynamic in time and space because of various ecological and environmental influences. For sandhill cranes (Antigone canadensis) at their main spring-staging area along the Platte River in south-central Nebraska, USA, past investigations of roosting cranes focused on physical channel characteristics related to perceived security as motivating roost distribution. We used 6,310 roost sites selected by 313 sandhill cranes over 5 spring migration seasons (2003–2007) to quantify resource selection functions of roost sites on the central Platte River using a discrete choice analysis. Sandhill cranes generally showed stronger selection for wider channels with shorter bank vegetation situated farther from potential human disturbance features such as roads, bridges, and dwellings. Furthermore, selection for roost sites with preferable physical characteristics (wide channels with short bank vegetation) was more resilient to nearby disturbance features than more narrow channels with taller bank vegetation. The amount of cornfields surrounding sandhill crane roost sites positively influenced relative probability of use but only for more narrow channels < 100 m and those with shorter bank vegetation. We confirmed key resource features that sandhill cranes selected at river channels along the Platte River, and after incorporating spatial variation due to human disturbance, our understanding of roost site selection was more robust, providing insights on how disturbance may interact with physical habitat features. Managers can use information on roost-site selection when developing plans to increase probability of crane use at existing roost sites and to identify new areas for potential use if

  20. Resources | Division of Cancer Prevention

    Cancer.gov

    Manual of Operations Version 3, 12/13/2012 (PDF, 162KB) Database Sources Consortium for Functional Glycomics databases Design Studies Related to the Development of Distributed, Web-based European Carbohydrate Databases (EUROCarbDB) |

  1. Rebuilding human resources for health: a case study from Liberia

    PubMed Central

    2011-01-01

    Introduction Following twenty years of economic and social growth, Liberia's fourteen-year civil war destroyed its health system, with most of the health workforce leaving the country. Following the inauguration of the Sirleaf administration in 2006, the Ministry of Health & Social Welfare (MOHSW) has focused on rebuilding, with an emphasis on increasing the size and capacity of its human resources for health (HRH). Given resource constraints and the high maternal and neonatal mortality rates, MOHSW concentrated on its largest cadre of health workers: nurses. Case description Based on results from a post-war rapid assessment of health workers, facilities and community access, MOHSW developed the Emergency Human Resources (HR) Plan for 2007-2011. MOHSW established a central HR Unit and county-level HR officers and prioritized nursing cadres in order to quickly increase workforce numbers, improve equitable distribution of workers and enhance performance. Strategies included increasing and standardizing salaries to attract workers and prevent outflow to the private sector; mobilizing donor funds to improve management capacity and fund incentive packages in order to retain staff in hard to reach areas; reopening training institutions and providing scholarships to increase the pool of available workers. Discussion and evaluation MOHSW has increased the total number of clinical health workers from 1396 in 1998 to 4653 in 2010, 3394 of which are nurses and midwives. From 2006 to 2010, the number of nurses has more than doubled. Certified midwives and nurse aides also increased by 28% and 31% respectively. In 2010, the percentage of the clinical workforce made up by nurses and nurse aides increased to 73%. While the nursing cadre numbers are strong and demonstrate significant improvement since the creation of the Emergency HR Plan, equitable distribution, retention and performance management continue to be challenges. Conclusion This paper illustrates the process

  2. [Management of human resources, materials, and organization processes in radioprotection].

    PubMed

    Coppola, V

    1999-06-01

    The radiologist must learn to face daily management responsibilities and therefore he/she needs the relevant knowledge. Aside from the mechanisms of management accounting, which differ only slightly from similar analysis methods used in other centers, the managing radiologist (the person in charge) is directly responsible for planning, organizing, coordinating and controlling radiation protection, a major discipline characterizing diagnostic imaging. We will provide some practical management hints, keeping in mind that radiation protection must not be considered a simple (or annoying) technical task, but rather an extraordinary positive element for the radiologist's cultural differentiation and professional identity. The managing radiologist can use the theory and practice of management techniques successfully applied in business, customizing them to the ethics and economics of health care. Meeting the users' needs must obviously prevail on balancing the budget from both a logical and an accounting viewpoints, since non-profit organizations are involved. In radiological practice, distinguishing the management of human from structural resources (direct funding is not presently available) permits to use internal benchmarking for the former and controlled acquisition and planned replacement of technologies in the latter, obviously after evaluation of specific indicators and according to the relevant laws and technical guidelines. Managing human resources means safeguarding the patient, the operator and the population, which can be achieved or improved using benchmarking in a diagnostic imaging department. The references for best practice will be set per tabulas based on the relevant laws and (inter)national guidelines. The physical-technical and bureaucratic-administrative factors involved will be considered as process indices to evaluate the gap from normal standards. Among the different elements involved in managing structural resources, the appropriate acquisition

  3. Major Programs | Division of Cancer Prevention

    Cancer.gov

    The Division of Cancer Prevention supports major scientific collaborations, research networks, investigator-initiated grants, postdoctoral training, and specialized resources across the United States. |

  4. Axenic culture of a candidate division TM7 bacterium from the human oral cavity and biofilm interactions with other oral bacteria.

    PubMed

    Soro, Valeria; Dutton, Lindsay C; Sprague, Susan V; Nobbs, Angela H; Ireland, Anthony J; Sandy, Jonathan R; Jepson, Mark A; Micaroni, Massimo; Splatt, Peter R; Dymock, David; Jenkinson, Howard F

    2014-10-01

    The diversity of bacterial species in the human oral cavity is well recognized, but a high proportion of them are presently uncultivable. Candidate division TM7 bacteria are almost always detected in metagenomic studies but have not yet been cultivated. In this paper, we identified candidate division TM7 bacterial phylotypes in mature plaque samples from around orthodontic bonds in subjects undergoing orthodontic treatment. Successive rounds of enrichment in laboratory media led to the isolation of a pure culture of one of these candidate division TM7 phylotypes. The bacteria formed filaments of 20 to 200 μm in length within agar plate colonies and in monospecies biofilms on salivary pellicle and exhibited some unusual morphological characteristics by transmission electron microscopy, including a trilaminated cell surface layer and dense cytoplasmic deposits. Proteomic analyses of cell wall protein extracts identified abundant polypeptides predicted from the TM7 partial genomic sequence. Pleiomorphic phenotypes were observed when the candidate division TM7 bacterium was grown in dual-species biofilms with representatives of six different oral bacterial genera. The TM7 bacterium formed long filaments in dual-species biofilm communities with Actinomyces oris or Fusobacterium nucleatum. However, the TM7 isolate grew as short rods or cocci in dual-species biofilms with Porphyromonas gingivalis, Prevotella intermedia, Parvimonas micra, or Streptococcus gordonii, forming notably robust biofilms with the latter two species. The ability to cultivate TM7 axenically should majorly advance understanding of the physiology, genetics, and virulence properties of this novel candidate division oral bacterium.

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

    ERIC Educational Resources Information Center

    Haury, David L.

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

  6. Human resources for control of tuberculosis and HIV-associated tuberculosis.

    PubMed

    Harries, A D; Zachariah, R; Bergström, K; Blanc, L; Salaniponi, F M; Elzinga, G

    2005-02-01

    The global targets for tuberculosis (TB) control were postponed from 2000 to 2005, but on current evidence a further postponement may be necessary. Of the constraints preventing these targets being met, the primary one appears to be the lack of adequately trained and qualified staff. This paper outlines: 1) the human resources and skills for global TB and human immunodeficiency virus (HIV) TB control, including the human resources for implementing the DOTS strategy, the additional human resources for implementing joint HIV-TB control strategies and what is known about human resource gaps at global level; 2) the attempts to quantify human resource gaps by focusing on a small country in sub-Saharan Africa, Malawi; and 3) the main constraints to human resources and their possible solutions, under six main headings: human resource planning; production of human resources; distribution of the work-force; motivation and staff retention; quality of existing staff; and the effect of HIV/AIDS. We recommend an urgent shift in thinking about the human resource paradigm, and exhort international policy makers and the donor community to make a concerted effort to bridge the current gaps by investing for real change.

  7. Report of the Defense Science Board Task Force on Human Resources Strategy

    DTIC Science & Technology

    2000-02-01

    The Defense Science Board Task Force on HUMAN RESOURCES STRATEGY February 2000 Office of the Under Secretary of Defense for Acquisition...AND DATES COVERED Final Technical, 2000 4. TITLE AND SUBTITLE Report of the Defense Science Board Task Force on Human Resources Strategy 6. AUTHOR...ACQUISITION, TECHNOLOGY AND LOGISTICS) SUBJECT: Final Report of the Defense Science Board Task Force on Human Resources Strategy I am pleased to

  8. Have health human resources become more equal between rural and urban areas after the new reform?

    PubMed

    Yang, Qian; Dong, Hengjin

    2014-12-01

    The lack of health human resources is a global issue. China also faces the same issue, in addition to the equity of human resources allocation. With the launch of new healthcare reform of China in 2009, have the issues been improved? Relevant data from China Health Statistical Yearbook and a qualitative study show that the unequal allocation of health human resources is getting worse than before.

  9. Have health human resources become more equal between rural and urban areas after the new reform?

    PubMed Central

    Yang, Qian; Dong, Hengjin

    2014-01-01

    The lack of health human resources is a global issue. China also faces the same issue, in addition to the equity of human resources allocation. With the launch of new healthcare reform of China in 2009, have the issues been improved? Relevant data from China Health Statistical Yearbook and a qualitative study show that the unequal allocation of health human resources is getting worse than before. PMID:25489591

  10. A Qualitative Analysis of the Assignment of Human Resource Officer (HRO) Subspecialty Codes to HR Billets

    DTIC Science & Technology

    2006-09-01

    ANALYSIS OF THE ASSIGNMENT OF HUMAN RESOURCE OFFICER (HRO) SUBSPECIALTY CODES TO HR BILLETS by Terrence L. Jones September 2006 Primary... Analysis of the Assignment of Human Resource Officer (Hro) Subspecialty Codes to Hr Billets 6. AUTHOR(S) Terrence L. Jones 5. FUNDING NUMBERS 7...distribution is unlimited A QUALITATIVE ANALYSIS EVALUATING THE ASSIGNMENT OF HUMAN RESOURCE OFFICER (HRO) SUBSPECIALTY CODES TO HR BILLETS

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

    PubMed Central

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

    2008-01-01

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

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

    PubMed

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

    2008-09-30

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

  13. Human resources for refraction services in Central Nepal.

    PubMed

    Kandel, Himal; Murthy, G V S; Bascaran, Covadonga

    2015-07-01

    Uncorrected refractive error is a public health problem globally and in Nepal. Planning of refraction services is hampered by a paucity of data. This study was conducted to determine availability and distribution of human resources for refraction, their efficiency, the type and extent of their training; the current service provision of refraction services and the unmet need in human resources for refraction in Central Nepal. This was a descriptive cross-sectional study. All refraction facilities in the Central Region were identified through an Internet search and interviews of key informants from the professional bodies and parent organisations of primary eye centres. A stratified simple random sampling technique was used to select 50 per cent of refraction facilities. The selected facilities were visited for primary data collection. Face-to-face interviews were conducted with the managers and the refractionists available in the facilities using a semi-structured questionnaire. Data was collected in 29 centres. All the managers (n=29; response rate 100 per cent) and 50 refractionists (Response rate 65.8 per cent) were interviewed. Optometrists and ophthalmic assistants were the main providers of refraction services (n=70, 92.11 per cent). They were unevenly distributed across the region, highly concentrated around urban areas. The median number of refractions per refractionist per year was 3,600 (IQR: 2,400 - 6,000). Interviewed refractionists stated that clients' knowledge, attitude and practice related factors such as lack of awareness of the need for refraction services and/or availability of existing services were the major barriers to the output of refraction services. The total number of refractions carried out in the Central Region per year was 653,176. An additional 170 refractionists would be needed to meet the unmet need of 1,323,234 refractions. The study findings demand a major effort to develop appropriately trained personnel when planning

  14. An approach to estimating human resource requirements to achieve the Millennium Development Goals.

    PubMed

    Dreesch, Norbert; Dolea, Carmen; Dal Poz, Mario R; Goubarev, Alexandre; Adams, Orvill; Aregawi, Maru; Bergstrom, Karin; Fogstad, Helga; Sheratt, Della; Linkins, Jennifer; Scherpbier, Robert; Youssef-Fox, Mayada

    2005-09-01

    In the context of the Millennium Development Goals, human resources represent the most critical constraint in achieving the targets. Therefore, it is important for health planners and decision-makers to identify what are the human resources required to meet those targets. Planning the human resources for health is a complex process. It needs to consider both the technical aspects related to estimating the number, skills and distribution of health personnel for meeting population health needs, and the political implications, values and choices that health policy- and decision-makers need to make within given resources limitations. After presenting an overview of the various methods for planning human resources for health, with their advantages and limitations, this paper proposes a methodological approach to estimating the requirements of human resources to achieve the goals set forth by the Millennium Declaration. The method builds on the service-target approach and functional job analysis.

  15. Competitive Advantage in Intercollegiate Athletics: Role of Intangible Resources.

    PubMed

    Won, Doyeon; Chelladurai, Packianathan

    2016-01-01

    The present research explored the dynamics of competitive advantages in intercollegiate athletics by investigating the contribution of intangible resources (i.e., athletic and academic reputations) on the generation of more tangible resources (i.e., human and financial resources), which in turn influence the athletic performance (i.e., winning record) and academic performance (i.e., graduation rates), and gender equity. The research was based entirely on archival data of 324 NCAA Division I member institutions. The results of the SEM supported the study's basic arguments that tangible resources are the sources of competitive advantages in Division I intercollegiate athletics, and that intangible resources contribute to the generation of tangible resources.

  16. Human resources for health: global crisis and international cooperation.

    PubMed

    Portela, Gustavo Zoio; Fehn, Amanda Cavada; Ungerer, Regina Lucia Sarmento; Poz, Mario Roberto Dal

    2017-07-01

    From the 1990s onwards, national economies became connected and globalized. Changes in the demographic and epidemiological profile of the population highlighted the need for further discussions and strategies on Human Resources for Health (HRH). The health workforce crisis is a worldwide phenomenon. It includes: difficulties in attracting and retaining health professionals to work in rural and remote areas, poor distribution and high turnover of health staff particularly physicians, poor training of health workforces in new sanitation and demographic conditions and the production of scientific evidence to support HRH decision making, policy management, programs and interventions. In this scenario, technical cooperation activities may contribute to the development of the countries involved, strengthening relationships and expanding exchanges as well as contributing to the production, dissemination and use of technical scientific knowledge and evidence and the training of workers and institutional strengthening. This article aims to explore this context highlighting the participation of Brazil in the international cooperation arena on HRH and emphasizing the role of the World Health Organization in confronting this crisis that limits the ability of countries and their health systems to improve the health and lives of their populations.

  17. Integrating human resources and program-planning strategies.

    PubMed

    Smith, J E

    1989-06-01

    The integration of human resources management (HRM) strategies with long-term program-planning strategies in hospital pharmacy departments is described. HRM is a behaviorally based, comprehensive strategy for the effective management and use of people that seeks to achieve coordination and integration with overall planning strategies and other managerial functions. It encompasses forecasting of staffing requirements; determining work-related factors that are strong "motivators" and thus contribute to employee productivity and job satisfaction; conducting a departmental personnel and skills inventory; employee career planning and development, including training and education programs; strategies for promotion and succession, including routes of advancement that provide alternatives to the managerial route; and recruitment and selection of new personnel to meet changing departmental needs. Increased competitiveness among hospitals and a shortage of pharmacists make it imperative that hospital pharmacy managers create strategies to attract, develop, and retain the right individuals to enable the department--and the hospital as a whole--to grow and change in response to the changing health-care environment in the United States. Pharmacy managers would be greatly aided in this mission by the establishment of a well-defined, national strategic plan for pharmacy programs and services that includes an analysis of what education and training are necessary for their successful accomplishment. Creation of links between overall program objectives and people-planning strategies will aid hospital pharmacy departments in maximizing the long-term effectiveness of their practice.

  18. Private sector, human resources and health franchising in Africa.

    PubMed Central

    Prata, Ndola; Montagu, Dominic; Jefferys, Emma

    2005-01-01

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

  19. [Factors associated with job satisfaction of human resources in healthcare].

    PubMed

    Вежновець, Тетяна А; Парій, Валентин Д; Вишнивецький, Іван І; Москаленко, Максим В

    Healthcare employee satisfaction is an important criterion for the efficiency of human resource management and prognostic impact factor for high turnover of staff. Furthermore, job satisfaction positively affects patient satisfaction, which is an important indicator for quality of care. The goal of our study was to identify factors associated with job satisfaction in healthcare organizations in Ukraine. We conducted sociological and psychological survey of 190 healthcare professionals (81% response rate) in Kherson City Hospital. Job satisfaction and organizational climate was assessed through developed questionnaire, "Test Motype" method of Gerchikov (motivational profile designing) and "Diagnosis Syndrome emotional burnout" method of Boyko. Spearman rank correlation was used for analysis. Job satisfaction positively correlated with personnel age and time record, career prospects, professional development, superior-subordinate, peer-to-peer and patient communications (p<0,01 for all), teamwork environment, among executives with achievement and affiliation motivations (р<0,001, accordingly). It negatively correlated with reward-oriented and lumpen-style motivational profile (р<0,001 and <0,01, accordingly). Job satisfaction did not correlate with responsibility of executives, factors for satisfaction of job description, working conditions and range of wages (all p> 0.05). Based on findings we developed dual job satisfaction-dissatisfaction approach specific for healthcare employee in Ukraine. This model includes internal factors such as work experience, career prospects, professional motivation; external factors such as leadership, governance, work environment, customer satisfaction and preventive factors such as staff role, job description, company policies, salary and benefits.

  20. Human resources in science and engineering: Policy implications

    SciTech Connect

    Leggon, C.B.

    1995-12-31

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

  1. Human resources management for a hospital pharmacy department.

    PubMed

    Chase, P A

    1989-06-01

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

  2. Private sector, human resources and health franchising in Africa.

    PubMed

    Prata, Ndola; Montagu, Dominic; Jefferys, Emma

    2005-04-01

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

  3. Mapping the governance of human resources for health in Serbia.

    PubMed

    Santric Milicevic, Milena; Vasic, Milena; Edwards, Matt

    2015-12-01

    This article maps the current governance of human resources for health (HRH) in relation to universal health coverage in Serbia since the health sector reforms in 2003. The study adapts the Global Health Workforce Alliance/World Health Organization four-dimensional framework of HRH in the context of governance for universal health coverage. A set of proxies was established for the availability, accessibility, acceptability and quality of HRH. Analysis of official HRH documentation from relevant institutions and reports were used to construct a governance profile of HRH for Serbia from the introduction of the reform in 2003 up to 2013. The results show that all Serbian districts (except Sremski) surpass the availability threshold of 59.4 skilled midwives, nurses and physicians per 10,000 inhabitants. District accessibility of health workforce greatly differed from the national average with variances from +26% to -34%. Analysis of national averages and patient load of general practitioners showed variances among districts by ± 21%, whilst hospital discharges per 100 inhabitants deviated between +52% and -45%. Pre-service and in-service education of health workforce is regulated and accredited. However, through its efforts to respond to population health needs Serbia lacks a single coordinating entity to take overall responsibility for effective and coordinated HRH planning, management and development within the broader landscape of health strategy development.

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

    EPA Pesticide Factsheets

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

  5. Air Force Human Resources Laboratory Annual Report, Fiscal Year 1985,

    DTIC Science & Technology

    1986-01-01

    Inspector General visits and reports. Colonel Michael C. Lane Vice Commander EXECUTIVE SUPPORT OFFICE The Executive Support Office develops and imple...AFOQT scores and success in air weapons controller training. AFHRL-TR-85- 13 (AD-AI58 162). Gialluca, K. A., Crichton , L. I., Vale, C. D., Rosemarie J...2665 AUTOVON 474-6561 Colonel Michael C. Lane Colonel Ronald L. Kerchner Vice Commander Chief, Manpower & Personnel Division AFHRL/CV AFHRL/MO Brooks

  6. 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…

  7. Professional Fulfillment and Satisfaction of US and Canadian Adult Education and Human Resource Development Faculty

    ERIC Educational Resources Information Center

    Peterson, Shari L.; Wiesenberg, Faye

    2004-01-01

    This comparative study explored the professional fulfillment and job satisfaction of US and Canadian college and university faculty in the fields of Adult Education and Human Resource Development. In Autumn 2001, we disseminated electronically "The Adult Education and Human Resource Development Faculty Survey" to a selected sample of Canadian and…

  8. 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…

  9. Human Resources Management Practices in Japanese Organizations in the United States.

    ERIC Educational Resources Information Center

    Dicle, Ulku; And Others

    1988-01-01

    This study examines human resource management practices in Japanese organizations in the United States, specifically those in the Fort Custer Industrial Park, Battle Creek, Michigan. It identifies characteristics of human resource management, compares them with those of their parent organizations, and looks at modifications needed because of a new…

  10. 78 FR 64254 - Advisory Committee for Education and Human Resources; Cancellation of Meeting

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-10-28

    ... From the Federal Register Online via the Government Publishing Office NATIONAL SCIENCE FOUNDATION Advisory Committee for Education and Human Resources; Cancellation of Meeting SUMMARY: As a result of the... cancel the November 6-7, 2013 Advisory Committee for Education and Human Resources meeting. The...

  11. Academy of Human Resource Development (AHRD) Conference Proceedings (Arlington, Virginia, March 3-7, 1999).

    ERIC Educational Resources Information Center

    Kuchinke, K. Peter, Ed.

    This document contains papers from 39 symposia as well as two town forum presentations and a poster session at the 1999 Academy of Human Resource Development (AHRD) conference. The town forum papers address certification in the human resource development (HRD) field. Symposium topics are as follows: (1) adult learning in the workplace; (2)…

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

    ERIC Educational Resources Information Center

    Oh, Hunseok; Choi, Yeseul; Choi, Myungweon

    2013-01-01

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

  13. 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…

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

    ERIC Educational Resources Information Center

    Wang, Dong

    2013-01-01

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

  15. Adoption of Internet2 in a Southwestern University: Human Resources Concerns

    ERIC Educational Resources Information Center

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

    2007-01-01

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

  16. Organizational ethics development and the expanding role of the human resource professional.

    PubMed

    Petrick, J A; Pullins, E B

    1992-12-01

    In summary, organizational ethics development trends have expanded the responsibility of human resource professionals. Human resource professionals who have been adequately trained and have competently responded to these role-expansion challenges are more likely to contribute to strong ethical cultures in productive organizations.

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

    ERIC Educational Resources Information Center

    Ishomuddin

    2015-01-01

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

  18. 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.

  19. 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.

  20. Forecasting Performance in Organizations: An Application of Current-Value Human Resources Accounting. Final Report.

    ERIC Educational Resources Information Center

    Pecorella, Patricia A.; And Others

    A methodology to describe current-value human resources accounting (HRA) was developed to aid management in decision making and provide information about the effects of organizational policies and practices on the value of the organizations' human resources. A two-phase activity was designed to investigate the nature of the relationship between…

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

    ERIC Educational Resources Information Center

    Oh, Hunseok; Choi, Yeseul; Choi, Myungweon

    2013-01-01

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

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

    ERIC Educational Resources Information Center

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

    2009-01-01

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

  4. A Beginner's Guide to Integrating Human Resources Faculty Data and Cost Data

    ERIC Educational Resources Information Center

    Levy, Gary D.

    2008-01-01

    This chapter serves as a beginner's guide to some essentials of human resource faculty data and cost data and their integration into products to facilitate institutional decision making. It begins with a brief overview of general higher education cost data concepts, followed by a similar synopsis of relevant higher education human resource data.…

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

    ERIC Educational Resources Information Center

    Baker, Vicki L.

    2015-01-01

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

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

    ERIC Educational Resources Information Center

    Maxwell, Gill; Watson, Sandra; Quail, Samantha

    2004-01-01

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

  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. 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…

  9. 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…

  10. 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

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

    ERIC Educational Resources Information Center

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

    2011-01-01

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

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

    ERIC Educational Resources Information Center

    Baker, Vicki L.

    2015-01-01

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

  13. A Beginner's Guide to Integrating Human Resources Faculty Data and Cost Data

    ERIC Educational Resources Information Center

    Levy, Gary D.

    2008-01-01

    This chapter serves as a beginner's guide to some essentials of human resource faculty data and cost data and their integration into products to facilitate institutional decision making. It begins with a brief overview of general higher education cost data concepts, followed by a similar synopsis of relevant higher education human resource data.…

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

    ERIC Educational Resources Information Center

    Wang, Dong

    2013-01-01

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

  15. 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…

  16. 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.…

  17. 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…

  18. 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…

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

    ERIC Educational Resources Information Center

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

    2011-01-01

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

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

    ERIC Educational Resources Information Center

    Maxwell, Gill; Watson, Sandra; Quail, Samantha

    2004-01-01

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

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

    ERIC Educational Resources Information Center

    Xiao, Mingzheng

    2007-01-01

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

  2. 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…

  3. 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…

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

    ERIC Educational Resources Information Center

    Frederiksen, Jens V.; Westphalen, Sven-Age

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

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

    ERIC Educational Resources Information Center

    Wright, Patrick M.; Stewart, Mark

    2011-01-01

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

  6. Human Resource Local Content in Ghana's Upstream Petroleum Industry

    NASA Astrophysics Data System (ADS)

    Benin, Papa

    Enactment of Ghana's Petroleum (Local Content and Local Participation) Regulations, 2013 (L.I. 2204) was intended to regulate the percentage of local products, personnel, financing, and goods and services rendered within Ghana's upstream petroleum industry value chain. Five years after the inception of Ghana's upstream oil and gas industry, a gap is evident between the requirements of L.I. 2204 and professional practice. Drawing on Lewin's change theory, a cross-sectional study was conducted to examine the extent of differences between the prevailing human resource local content and the requirements of L.I. 2204 in Ghana's upstream petroleum industry. The extent to which training acquired by indigenous Ghanaians seeking jobs in Ghana's oil fields affects the prevalent local content in its upstream petroleum industry was also examined. Survey data were collected from 97 management, technical, and other staff in 2 multinational petroleum companies whose oil and gas development plans have been approved by the Petroleum Commission of Ghana. To answer the research questions and test their hypotheses, one-way ANOVA was performed with staff category (management, technical, and other) as the independent variable and prevalent local content as the dependent variable. Results indicated that prevailing local content in Ghana's upstream petroleum industry meets the requirements of L.I. 2204. Further, training acquired by indigenous Ghanaians seeking jobs in Ghana's oil fields affects the prevalent local content in its offshore petroleum industry. Findings may encourage leaders within multinational oil companies and the Petroleum Commission of Ghana to organize educational seminars that equip indigenous Ghanaians with specialized skills for working in Ghana's upstream petroleum industry.

  7. Volunteer Middle Managers: Human Resources That Extend Programmatic Outreach

    ERIC Educational Resources Information Center

    Cassill, Heather; Culp, Ken, III; Hettmansperger, Jay; Stillwell, Marla; Sublet, Amanda

    2012-01-01

    Extension professionals must be able to give volunteers programmatic ownership, resources, and the education needed to complete tasks. However, resources such as time and money are limited, especially in economic downtimes, making it even more necessary to look at creative ways to bridge the gap between what programs and services can and should be…

  8. Hob3p, the fission yeast ortholog of human BIN3, localizes Cdc42p to the division site and regulates cytokinesis

    PubMed Central

    Coll, Pedro M; Rincon, Sergio A; Izquierdo, Raul A; Perez, Pilar

    2007-01-01

    Cdc42 GTPase is required for polarization in eukaryotic cells, but its spatial regulation is poorly understood. In Schizosaccharomyces pombe, Cdc42p is activated by Scd1p and Gef1p, two guanine-nucleotide exchange factors. Two-hybrid screening identified Hob3p as a Gef1p binding partner. Hob3p is a BAR domain-containing protein ortholog of human Bin3. Hob3p also interacts directly with Cdc42p independently of Gef1p. Hob3p, Cdc42p and Gef1p form a complex, and Hob3p facilitates Gef1p–Cdc42p interaction and activation. Hob3p forms a ring in the division area, similar to that of Gef1p. This localization requires actin polymerization and Cdc15p but is independent of the septation initiation network. Hob3p is required for the concentration of Cdc42p to the division area. The actomyosin ring contraction is slower in hob3Δ than in wild-type cells, and this contributes to its cytokinesis defect. Moreover, this report extends previous evidence that human Bin3 suppresses the cytokinesis phenotype of hob3Δ cells, showing that Bin3 can partially recover the GTP-Cdc42p level and its localization. These results suggest that Hob3p is required to recruit and activate Cdc42p at the cell division site and that this function might be conserved in other eukaryotes. PMID:17363901

  9. International Human Rights on the Internet. Internet Resources.

    ERIC Educational Resources Information Center

    Dale, Jack

    2000-01-01

    Provides an annotated list of websites that focus on international human rights. Explains that human rights can be incorporated into curricula whether the focus is on human geography or contemporary global issues. Indicates that the Northern Light search engine produced over 700,000 hits for human rights websites. (CMK)

  10. International Human Rights on the Internet. Internet Resources.

    ERIC Educational Resources Information Center

    Dale, Jack

    2000-01-01

    Provides an annotated list of websites that focus on international human rights. Explains that human rights can be incorporated into curricula whether the focus is on human geography or contemporary global issues. Indicates that the Northern Light search engine produced over 700,000 hits for human rights websites. (CMK)

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

    NASA Astrophysics Data System (ADS)

    Dass, Ted K.

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

  12. Modeling Human Serum Albumin Tertiary Structure to Teach Upper-Division Chemistry Students Bioinformatics and Homology Modeling Basics

    ERIC Educational Resources Information Center

    Petrovic, Dus?an; Zlatovic´, Mario

    2015-01-01

    A homology modeling laboratory experiment has been developed for an introductory molecular modeling course for upper-division undergraduate chemistry students. With this experiment, students gain practical experience in homology model preparation and assessment as well as in protein visualization using the educational version of PyMOL…

  13. Modeling Human Serum Albumin Tertiary Structure to Teach Upper-Division Chemistry Students Bioinformatics and Homology Modeling Basics

    ERIC Educational Resources Information Center

    Petrovic, Dus?an; Zlatovic´, Mario

    2015-01-01

    A homology modeling laboratory experiment has been developed for an introductory molecular modeling course for upper-division undergraduate chemistry students. With this experiment, students gain practical experience in homology model preparation and assessment as well as in protein visualization using the educational version of PyMOL…

  14. 42 CFR 482.98 - Condition of participation: Human resources.

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... training of nursing staff and clinical transplant coordinators in the care of transplant patients and... team must demonstrate: (i) Knowledge of living organ donation, transplantation, medical ethics, and..., nursing, nutrition, social services, transplant coordination, and pharmacology. (f) Standard: Resource...

  15. 42 CFR 482.98 - Condition of participation: Human resources.

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... training of nursing staff and clinical transplant coordinators in the care of transplant patients and... team must demonstrate: (i) Knowledge of living organ donation, transplantation, medical ethics, and..., nursing, nutrition, social services, transplant coordination, and pharmacology. (f) Standard: Resource...

  16. 42 CFR 482.98 - Condition of participation: Human resources.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... training of nursing staff and clinical transplant coordinators in the care of transplant patients and... team must demonstrate: (i) Knowledge of living organ donation, transplantation, medical ethics, and..., nursing, nutrition, social services, transplant coordination, and pharmacology. (f) Standard: Resource...

  17. 42 CFR 482.98 - Condition of participation: Human resources.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... training of nursing staff and clinical transplant coordinators in the care of transplant patients and... team must demonstrate: (i) Knowledge of living organ donation, transplantation, medical ethics, and..., nursing, nutrition, social services, transplant coordination, and pharmacology. (f) Standard: Resource...

  18. 42 CFR 482.98 - Condition of participation: Human resources.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... training of nursing staff and clinical transplant coordinators in the care of transplant patients and... team must demonstrate: (i) Knowledge of living organ donation, transplantation, medical ethics, and..., nursing, nutrition, social services, transplant coordination, and pharmacology. (f) Standard: Resource...

  19. Assessment of human resources management practices in Lebanese hospitals.

    PubMed

    El-Jardali, Fadi; Tchaghchagian, Victoria; Jamal, Diana

    2010-01-01

    Sound human resources (HR) management practices are essential for retaining effective professionals in hospitals. Given the recruitment and retention reality of health workers in the twenty-first century, the role of HR managers in hospitals and those who combine the role of HR managers with other responsibilities should not be underestimated. The objective of this study is to assess the perception of HR managers about the challenges they face and the current strategies being adopted. The study also aims at assessing enabling factors including role, education, experience and HR training. A cross-sectional survey design of HR managers (and those who combine their role as HR manager with other duties) in Lebanese hospitals was utilized. The survey included a combination of open- and close-ended questions. Questions included educational background, work experience, and demographics, in addition to questions about perceived challenges and key strategies being used. Quantitative data analysis included uni-variate analysis, whereas thematic analysis was used for open-ended questions. A total of 96 respondents from 61 hospitals responded. Respondents had varying levels of expertise in the realm of HR management. Thematic analysis revealed that challenges varied across respondents and participating hospitals. The most frequently reported challenge was poor employee retention (56.7%), lack of qualified personnel (35.1%), and lack of a system for performance evaluation (28.9%). Some of the strategies used to mitigate the above challenges included offering continuing education and training for employees (19.6%), improving salaries (14.4%), and developing retention strategies (10.3%). Mismatch between reported challenges and strategies were observed. To enable hospitals to deliver good quality, safe healthcare, improving HR management is critical. There is a need for a cadre of competent HR managers who can fully assume these responsibilities and who can continuously improve

  20. Assessment of human resources management practices in Lebanese hospitals.

    PubMed

    El-Jardali, Fadi; Tchaghchagian, Victoria; Jamal, Diana

    2009-11-12

    Sound human resources (HR) management practices are essential for retaining effective professionals in hospitals. Given the recruitment and retention reality of health workers in the twenty-first century, the role of HR managers in hospitals and those who combine the role of HR managers with other responsibilities should not be underestimated. The objective of this study is to assess the perception of HR managers about the challenges they face and the current strategies being adopted. The study also aims at assessing enabling factors including role, education, experience and HR training. A cross-sectional survey design of HR managers (and those who combine their role as HR manager with other duties) in Lebanese hospitals was utilized. The survey included a combination of open- and close-ended questions. Questions included educational background, work experience, and demographics, in addition to questions about perceived challenges and key strategies being used. Quantitative data analysis included uni-variate analysis, whereas thematic analysis was used for open-ended questions. A total of 96 respondents from 61 hospitals responded. Respondents had varying levels of expertise in the realm of HR management. Thematic analysis revealed that challenges varied across respondents and participating hospitals. The most frequently reported challenge was poor employee retention (56.7%), lack of qualified personnel (35.1%), and lack of a system for performance evaluation (28.9%). Some of the strategies used to mitigate the above challenges included offering continuing education and training for employees (19.6%), improving salaries (14.4%), and developing retention strategies (10.3%). Mismatch between reported challenges and strategies were observed. To enable hospitals to deliver good quality, safe healthcare, improving HR management is critical. There is a need for a cadre of competent HR managers who can fully assume these responsibilities and who can continuously improve