Thematische Bibliographien / HUMAN RESOURCE MANAGEMENT TECHNIQUES

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Auswahl der wissenschaftlichen Literatur zum Thema „HUMAN RESOURCE MANAGEMENT TECHNIQUES“

Autor: Grafiati

Veröffentlicht am 11. September 2023

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Zeitschriftenartikel zum Thema "HUMAN RESOURCE MANAGEMENT TECHNIQUES"

Khan, Sania. „An efficient human resource management system model using web-based hybrid technique“. Problems and Perspectives in Management 20, Nr. 2 (06.05.2022): 220–35. http://dx.doi.org/10.21511/ppm.20(2).2022.18.

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The proliferation of international business activities drives organizations to expand their operations into new areas and propels human resource management (HRM) to ensure hiring and retaining competent personnel. Consequently, firms have been struggling to place qualified people in relevant roles and provide adequate training. This study utilized information technology to solve these challenges using a web-based system to interconnect the processes, receive the data from the job applicants via a web-based interface, and connect them with suitable employment. Firstly, the proposed model presented a hybrid technique of Convolutional Neural Network (CNN) with Long Short Term Memory (LSTM) Cloud Web-based Human Resource Management System (CLWHRMS) by recognizing distinct features and forecasts the candidate’s potential under various classification tasks. For this, the study used a set of various software tools for web pages and database designing, including for the alteration of images. The hybrid model was executed using real-time data of 250 resumes, which were collected through an online database to validate the overall performance of the developed web-based system in terms of its accuracy, sensitivity, and specificity. Though the specificity was the same with all the techniques, the results illustrated CNN-LSTM technique was 91% accurate and 90% sensitive compared to the traditional methods. This CNN-LSTM model automatically estimates the suitability of a job candidate and projects his/her workability contributing to Saudi Arabian firms to ease and enhance their recruitment process. AcknowledgmentThis project was supported by the Deanship of Scientific Research at Prince Sattam Bin Abdulaziz University, AlKharj, Saudi Arabia under the Specialized Research Grant program with Grant No-2021/02/18747.

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Marumo, Okaile R., und Tumisang Angela Mmopelwa. „Use of Data Mining Techniques in Human Resource Management“. Zambia ICT Journal 1, Nr. 1 (11.12.2017): 41–46. http://dx.doi.org/10.33260/zictjournal.v1i1.22.

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In the past few years, Analytics has rapidly risen in among organizations within the field of human resource management. To the present date, however, Human Resource Analytics has not been subject to a lot of scrutiny from educational researchers. The aim of this paper is so to look at Different Mining Techniques could be implemented in the HR Department to enhance or support their decision making process. This will improve existing practices of HR analytics and will deliver transformational change indeed

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Hussain, Mohammad Tehaseen, und Mohammed Abrar Baig. „Human Resource Management by Machine Learning Algorithms“. International Journal for Research in Applied Science and Engineering Technology 10, Nr. 11 (30.11.2022): 629–32. http://dx.doi.org/10.22214/ijraset.2022.47376.

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Abstract: The main object of Human Resource Management using machine learning is to analyze employees' interest in their respective companies and make predictions about who will stay or leave the organization. The data is extracted using data scraping techniques and stored in CSV format. Data collected through this technique contains different features, and with the help of ML algorithms, it leads to predictions. This analysis helps the manager to make conclusions about who will stay or leave the organization; with this, the manager can approach a way to let stay a worthy employee in the organization. In our study, we used different techniques like feature scaling and SMOTE. According to the results, the suggested methods like random forest and XG boost classifier. The accuracy rate(%) values for the outcomes produced by the suggested methods will lead us to the conclusion.

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Ilyin, S. N., und G. R. Kolodkin. „Psychodiagnostics as an innovative technology in human resource management“. Izvestiya MGTU MAMI 7, Nr. 1-5 (10.09.2013): 226–28. http://dx.doi.org/10.17816/2074-0530-67906.

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The article refers to a need to implement techniques of psychodiagnostics into management science. Russian businessmen do not pay enough interest to labor resources, to a right approach to the staff and the impact on them. As a newest technology of business management, I recommend the use of psychodiagnostic techniques. These techniques will quickly shift from extensive to intensive management and, as a result, to the efficient operation of the entire company.

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Bucur, Vlad, und Liviu-Cristian Miclea. „Multi-Cloud Resource Management Techniques for Cyber-Physical Systems“. Sensors 21, Nr. 24 (15.12.2021): 8364. http://dx.doi.org/10.3390/s21248364.

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Information technology is based on data management between various sources. Software projects, as varied as simple applications or as complex as self-driving cars, are heavily reliant on the amounts, and types, of data ingested by one or more interconnected systems. Data is not only consumed but is transformed or mutated which requires copious amounts of computing resources. One of the most exciting areas of cyber-physical systems, autonomous vehicles, makes heavy use of deep learning and AI to mimic the highly complex actions of a human driver. Attempting to map human behavior (a large and abstract concept) requires large amounts of data, used by AIs to increase their knowledge and better attempt to solve complex problems. This paper outlines a full-fledged solution for managing resources in a multi-cloud environment. The purpose of this API is to accommodate ever-increasing resource requirements by leveraging the multi-cloud and using commercially available tools to scale resources and make systems more resilient while remaining as cloud agnostic as possible. To that effect, the work herein will consist of an architectural breakdown of the resource management API, a low-level description of the implementation and an experiment aimed at proving the feasibility, and applicability of the systems described.

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Глухенькая und N. Glukhenkaya. „Study of Human Resource Management Sistems: Konvergentsialno-Integration Approach“. Management of the Personnel and Intellectual Resources in Russia 3, Nr. 4 (15.08.2014): 56–59. http://dx.doi.org/10.12737/5424.

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Study of human resources management systems depend largely on approaches and techniques applied. Integration and convergence approach is complex and thus implies that several theoretic approaches are applied in mix. Research methods depend on the scientific approach selected. Approaches and techniques considered in this paper, can be used in preparing graduation theses upon the specialty of «personnel manager» as well as by professionals in analytics and practical activities. The author proposes classification of methods and techniques applicable to preparing graduate projects. A set of scientific approaches is selected based on theoretic writings of A.Ya. Kibanov, V.M. Mishin and other theorists. Also presented is the classification of techniques based on various aspects of personnel management system of an enterprise. Integration and convergence approach is build on the fundamentals of other theoretic approaches. Personnel management systems analysis is of importance, as it is an important factor of organizational management enhancement.

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Huzooree, Geshwaree, und Vimla Devi Ramdoo. „Review of Effective Human Resource Management Techniques in Agile Software Project Management“. International Journal of Computer Applications 114, Nr. 5 (18.03.2015): 10–15. http://dx.doi.org/10.5120/19972-1860.

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Chlivickas, Eugenijus, Palmira Papšienė und Arnas Papšys. „HUMAN RESOURCES: STRATEGIC MANAGEMENT ASPECTS“. Business, Management and Education 8, Nr. 1 (20.12.2010): 51–65. http://dx.doi.org/10.3846/bme.2010.04.

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The following processes pose challenges for the organization: self-establishment in the market economy, restructuring, globalization, development of techniques and technology, formation of information society, development of a knowledge economy, change of the society economic situation and democratic processes. In the organization which is constantly changing a new approach to the organization is formed. It is viewed as an operating system where company employees, i.e., human resources, become the most important and the most active part of the system, determining the efficiency of the pursuing of organizational goals. In the constantly changing organization a new approach to the organization is formed. It is viewed as an operating system where company employees, i. e., human resources, become the most important and the most active part of the system, determining the efficiency of the pursuing of organization objectives. Human resource management process cannot be separated from the strategy. Strategic human resource management is a part of strategic management concept in the organization. Theoretical provisions for the management of human resources, presented in the academic literature, confirm the influence of this functional area of management on the overall organization performance results. For the organization, which is operating in the global market, it is essential to manage existing or potential labor resources effectively. One of the main staff evaluation criteria is the effectiveness of personnel management. New tendencies encourage closer association of human resource management with organization strategy. “Four-C” model competence, commitment, compliance and cost efficiency is helpful in assessing the effectiveness of organization human resources policies conformity with its strategy.

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Ballesteros-Pérez, P., Ma C. González-Cruz und M. Fernández-Diego. „Human resource allocation management in multiple projects using sociometric techniques“. International Journal of Project Management 30, Nr. 8 (November 2012): 901–13. http://dx.doi.org/10.1016/j.ijproman.2012.02.005.

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Goran Mihajlovski. „Human resource management in unprofitable companies“. International Journal of Scholarly Research and Reviews 2, Nr. 2 (30.06.2023): 118–21. http://dx.doi.org/10.56781/ijsrr.2023.2.2.0050.

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This research paper aims to explore the unique challenges faced by Human Resource Management (HRM) in unprofitable companies and identify potential strategies to enhance HRM effectiveness in these organizations. Unprofitable companies often struggle with financial constraints, declining market share, low employee morale, and talent retention issues, which significantly impact their HRM practices and overall organizational performance. These challenges include limited budgets for HR initiatives, difficulties in attracting and retaining high-quality talent, and managing employee motivation during times of uncertainty and restructuring. Additionally, the study examines the impact of these challenges on crucial HR metrics, such as employee engagement, turnover rates, and productivity. To address these challenges, this paper proposes a comprehensive framework for HRM strategies in unprofitable companies. The framework emphasizes the importance of aligning HR practices with the company's overall strategic goals, adopting innovative approaches to talent management, and enhancing employee engagement through effective communication and motivation techniques. The findings of this research contribute to the understanding of HRM in unprofitable companies by highlighting the distinctive challenges faced and providing practical insights for HR professionals offering guidance on strategic HR interventions that can help revitalize organizational performance, foster employee resilience, and contribute to the long-term sustainability of unprofitable companies.

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Dissertationen zum Thema "HUMAN RESOURCE MANAGEMENT TECHNIQUES"

Tomlinson, Keith Charles. „The contested terrains of workplace disciplinary processes and practices“. Thesis, University of Central Lancashire, 2015. http://clok.uclan.ac.uk/17688/.

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It is widely acknowledged that discipline at work is a neglected area of study in the context of contemporary employee relations. Within the workplace the handling of discipline is largely prescribed by formal rules that are captured in policies, applied through procedures and then interpreted by the actors who facilitate this process. This thesis argues that an empirical understanding of the disciplinary process can only be achieved if it includes an appreciation of the nature of the relationship that is established during the disciplinary process and that this is crucial for us to develop a full understanding of the dynamics that take place within this activity and between these functions. It contends that throughout the process of disciplinary handling there exists a highly contested terrain (Edwards, 1979) that is constantly contended by the various actors that play out this vital role in relation to aspects of power, control and consent.

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Howard-Johnson, Julia A. „Training Program Content Validation: A Practical Application of Educative Techniques“. TopSCHOLAR®, 1993. http://digitalcommons.wku.edu/theses/1429.

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A McDonald’s training program for the positions of grill and counter was evaluated in order to identify recommendations for curriculum refinement or enhancements. The methodological approaches developed by Ford and Wroten (1984) and Bownas, Bosshardt, and Donnelly (1985) were applied. Three evaluation assessment inventories were developed: The Job task Inventory, The training Emphasis Inventory, and The Training Effectiveness Inventory. These inventories were constructed with the assistance of 49 managers, trainers, and employees with six or more months of service. Four managers, seven trainers, and 22 recent training graduates responded to the appropriate inventory and these ratings were used in the content validity evaluation. Scale reliability was evaluated for each inventory using Cronbach’s coefficient alpha and Kuder-Richardson 21. Descriptive statistics were calculated for training requirements, training emphasis and training effectiveness measures. A plotting matrix was developed and correlation analyses were performed to assess content validity. Results of the analyses indicate: (a) that the three inventories are reliable, (b) that the overall grill training program reflects job tasks needed for successful job performance with the exception of a single content domain, (c) that counter managers and trainers differ in their perception of the importance of job tasks and the training emphasis needed, (d) that recent grill graduates find the training curriculum effective while counter graduates do not, and (e) that managers and trainers for both positions perceive task importance differently. The results call for slight grill training enhancements for the Secondary Duties content domain. Additionally it is indicated that the counter training program needs significant adjustments in terms of curriculum content and training emphasis.

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Xaba, Mgadla Isaac. „Management development as a task of school managers at institutional level / Mgadla Isaac Xaba“. Thesis, Potchefstroom University for Christian Higher Education, 1999. http://hdl.handle.net/10394/8995.

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This study investigated management development as a task of school managers by focusing on: • the need for a new education management development approach in South African schools; • the nature and scope of management development; • the international and national perspectives on the education management development practice; • current education management development activities in Gauteng schools; and • an education management development model for Gauteng schools. The literature study exposed the need for a new education management development approach in South African schools, the nature, scope and major aspects of management development. Furthermore, management development approaches, techniques and methods as well as guidelines for a new holistic approach are described. The investigation into the education management development practice for school managers exposed advanced levels in this regard in the UK and USA. Malaysia, Zimbabwe and Namibia are engaged in customising effective programmes for school managers. South Africa is focusing on a holistic approach, with a significant step taken being, the establishment of the National Institute for Education Management Development. The empirical study consisted of a structured questionnaire distributed to a sample population of I 08 school principals, 80 deputy principals and 210 heads of departments to investigate their management development needs, experiences and activities. Main findings revealed a lack of training for school management, uncoordinated education management development programmes, with existing ones being reactions to crisis situations, and ill-defined management roles for school managers. School principals seem solely responsible for school management, thus exposing a need for a school-based management development approach. The management development model developed for Gauteng schools focuses on whole-school development, recognises the participatory management vision of the new education system, includes stakeholder involvement in education management development and provides school managers with a model that employs the ODE Quality Assurance Framework. The major recommendations flowing from this study include customising education management linguistics for South Africa, defining job descriptions for school managers, preparing and inducing school managers, setting education management qualifications for education management posts and institutionalising the National Institute for Education Management Development.
Thesis (PhD)--PU for CHE, 1999

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Cecílio, Pedro Manuel da Costa. „O recrutamento e seleção na AutoVision“. Master's thesis, Instituto Superior de Economia e Gestão, 2014. http://hdl.handle.net/10400.5/11590.

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Mestrado em Gestão de Recursos Humanos
Para que as empresas possam colocar no mercado produtos e serviços suficientemente competitivos, torna-se essencial avaliar as formas de Recrutamento e Seleção de pessoas, visto que os Recursos Humanos são fatores importantíssimos para o funcionamento de qualquer organização. Os processos de Recrutamento e Seleção são importantes em todas as organizações, porque é através destas técnicas de Gestão de Recursos Humanos que os candidatos podem ingressar no mercado de trabalho. É importante o empenho nesse processo para que as pessoas selecionadas possuam as competências e skills necessários para desempenhar as tarefas de uma determinada função. A importância do estudo do Recrutamento e Seleção sente-se quando é efetuada a análise entre o perfil do colaborador e a função a ocupar, tendo em consideração o índice de rotatividade, absentismo, produtividade e os custos resultantes ao colocar-se o candidato certo no lugar certo. O tema do projeto do Relatório de Estágio abordou a temática do Recrutamento e Seleção. A escolha deste tema deveu-se ao interesse particular nesse ramo da Gestão de Recursos Humanos, com o objetivo de realizar um Estágio Curricular e elaborar o Trabalho Final do Mestrado em Gestão de Recursos Humanos. O Estágio Curricular realizou-se no Departamento de Recrutamento e Seleção da AutoVision, com o objetivo de examinar que práticas e atividades foram efetuadas nas diversas fases do processo de Recrutamento e Seleção em contexto real.
In order for companies launch market products and services that are competitive enough, it becomes essential to evaluate ways to recruit and select people. Nowadays Human Resources are crucial factors for the functioning of any organization. The Recruitment and Selection processes are important in all organizations, because it is through these Management of Human Resources techniques candidates will eventually start working. It is important that the commitment process for people to be placed in vacancies, whom have the competences and skills needed to perform the tasks of a given function. The importance of the study of Recruitment and Selection is felt when the analysis is performed between the profile of the employee to occupy and the vacancy to be fulfilled, taking in consideration the turnover, absenteeism, productivity and the resulting costs to putting the right candidate in the right place. The theme of the Internship Report project addresses the issue of Recruitment and Selection. The choices of this topic is due to the particular interest in this branch of Human Resource Management, with the aim of carrying out a internship, and therefore to prepare the final project of the Master Degree in Human Resource Management. The Internship was at the AutoVision Recruitment and Selection Department, aiming at examining practices and activities that were carried out at various stages of the Recruitment and Selection process in a real situation.

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Figueiredo, Catarina Sofia Duarte. „Recrutamento e seleção na Talenter tm“. Master's thesis, Instituto Superior de Economia e Gestão, 2017. http://hdl.handle.net/10400.5/13918.

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Mestrado em Gestão de Recursos Humanos
O presente relatório de estágio explícita as fases de Recrutamento e Seleção (R&S) na empresa Talenter tm desenvolvidas em dois departamentos: Talenting Search Department e Talenter Store do Chiado. Este estágio permitiu-me desenvolver conhecimentos no tema de R&S, aprendidos em contexto académico, transportando-os para o contexto real de trabalho. Relativamente à estrutura deste relatório, a primeira parte foca-se na revisão da literatura, abordando conceitos e práticas relacionadas com as fases de R&S; o capítulo seguinte caracteriza a empresa a nível de missão, valores e estratégia; o ponto seguinte enuncia as atividades desenvolvidas ao longo do estágio; e, por fim, o último capítulo consiste no confronto da revisão da literatura com as funções que desempenhei no estágio, ações de melhoria e a conclusão.
The present internship report explains the Recruitment and Selection (R&S) phases at Talenter developed by their two specialized departments: Talenting Search Department and Talent Store at Chiado. Throughout this experience I had the opportunity to develop my knowledge and skills about R&S, learned in my academic journey and address it at the work context. The report is divided in four chapters. The first one focus on the state of art, relating concepts and practices with the R&S; the second chapter defines and explains the company, their mission, vision and strategy as well; the third chapter describes the activities developed in the internship; and at last, the last chapter confronts the state of art with the activities and functions that I've performed on the Internship, further studies improvements and also the study conclusion.
info:eu-repo/semantics/publishedVersion

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Proença, Rui Pedro Salcedas. „Recrutamento e seleção na Page Personnel“. Master's thesis, Instituto Superior de Economia e Gestão, 2014. http://hdl.handle.net/10400.5/7691.

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Mestrado em Gestão de Recursos Humanos
O presente relatório surge no seguimento das atividades desenvolvidas durante o período de estágio curricular na Page Personnel - subsidiária do PageGroup -, empresa de recrutamento e seleção especializados. O estágio teve como enfoque o suporte a diversas equipas, em áreas tão díspares como: Finance, Human Resources, Tax & Legal e Commercial & Marketing, desenvolvendo tarefas de diversa índole, no que ao recrutamento e seleção dizem respeito. Para uma melhor compreensão das temáticas abordadas, propõe-se uma revisão de literatura relativa às técnicas e aos métodos utilizados em cada etapa do processo de recrutamento desenvolvido na Page Personnel. Por fim, é apresentada uma análise das atividades levadas a efeito, confrontando as atividades realizadas com as teorizações literárias, assim como uma apreciação pessoal da experiência de estágio.
This report follows on from the activities developed during a traineeship period at Page Personnel - PageGroup affiliate -, a specialized recruitment and selection company. The traineeship focused the support provided to several teams, in such diverse areas as Finance, Human Resources, Tax & Legal and Marketing & Commerce, carrying out different type of tasks regarding the recruitment and job-seekers selection area. For a clearer understanding of the topics approached, it is firstly proposed a literature review on the techniques and methods applied at each step of the Page Personnel?s recruitment process. At last, an analysis of the activities developed is presented, confronting the practical tasks with the correspondent literary theories, as well as a personal statement on the traineeship experience

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Гладченко, Оксана Робертівна, Оксана Робертовна Гладченко, Oksana Robertivna Hladchenko und A. Kuzmenko. „Human resource management“. Thesis, Видавництво СумДУ, 2010. http://essuir.sumdu.edu.ua/handle/123456789/16947.

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Lundy, Olive. „Strategic human resource management“. Thesis, Queen's University Belfast, 1990. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.292572.

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Lei, Lin. „Intelligent human resource management system“. Thesis, University of Macau, 2005. http://umaclib3.umac.mo/record=b1445897.

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Ashrafi, Elham. „Human Resource Management at Work“. Thesis, Mälardalens högskola, Akademin för ekonomi, samhälle och teknik, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-24422.

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Bücher zum Thema "HUMAN RESOURCE MANAGEMENT TECHNIQUES"

Ghosh, Soumi, Soumi Majumder und Santosh Kumar Das. Artificial Intelligence Techniques in Human Resource Management. New York: Apple Academic Press, 2023. http://dx.doi.org/10.1201/9781003328346.

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Christine, Freeman, Hrsg. Human resource management systems: Strategies, tactics, and techniques. San Francisco, Calif: Jossey-Bass Publishers, 1998.

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Ceriello, VincentR. Human resource management systems: Strategies, tactics, and techniques. Lexington, Mass: Lexington Books, 1991.

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Ceriello, Vincent R. Human resource management systems: Strategies, tactics, and techniques. Lexington, Mass: Lexington Books, 1991.

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1952-, Redman Tom, und Bamber Greg 1949-, Hrsg. Managing managers: Strategies and techniques for human resource management. Oxford, OX, UK: Blackwell Business, 1994.

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Human factors in project management: Concepts, tools, and techniques for inspiring teamwork and motivation. San Francisco: Jossey-Bass, A Wiley Imprint, 2007.

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1926-, Harris Philip R., und Stripp William G, Hrsg. Developing the global organization: Strategies for human resource professionals. Houston, Tex: Gulf Pub. Co., 1993.

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1958-, Savini Patrick E., Hrsg. Human relations: Leadership in organizations. Cincinnati, OH: South-Western Pub. Co., 1992.

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Lengnick-Hall, Mark L. Human resource management in the knowledge economy: New challenges, new roles, new capabilities. San Francisco, CA: Berrett-Koehler, 2003.

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Turner, Colin. One to one: Interpersonal skills for managers. Bristol: The Staff College, 1994.

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Buchteile zum Thema "HUMAN RESOURCE MANAGEMENT TECHNIQUES"

Majumder, Soumi, Soumi Ghosh und Zdzislaw Polkowski. „A Brief Introduction to Human Resource Management“. In Artificial Intelligence Techniques in Human Resource Management, 1–25. New York: Apple Academic Press, 2023. http://dx.doi.org/10.1201/9781003328346-1.

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Strohmeier, Stefan, und Franca Piazza. „Artificial Intelligence Techniques in Human Resource Management—A Conceptual Exploration“. In Intelligent Techniques in Engineering Management, 149–72. Cham: Springer International Publishing, 2015. http://dx.doi.org/10.1007/978-3-319-17906-3_7.

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Das, Santosh Kumar, Kimmi Kumari, Sagarika Daripa, Amit Kumar Singh und Aditya Sharma. „Conflicting Strategy Management Technique for Companies: An Intelligent Optimization Technique“. In Artificial Intelligence Techniques in Human Resource Management, 239–52. New York: Apple Academic Press, 2023. http://dx.doi.org/10.1201/9781003328346-13.

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Sarkar, Manali, und Sraddha Roy Choudhury. „Fabric Defect Detection and Fault Identification of a Fabric Video for the Purpose of Erp in Industry 4.0: An Image Processing Technique“. In Artificial Intelligence Techniques in Human Resource Management, 153–72. New York: Apple Academic Press, 2023. http://dx.doi.org/10.1201/9781003328346-8.

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Goswami, Ramesh Chandra, Hiren Joshi und Sunil Gautam. „Application of Artificial Intelligence in the Recruitment Process of Hrm“. In Artificial Intelligence Techniques in Human Resource Management, 113–24. New York: Apple Academic Press, 2023. http://dx.doi.org/10.1201/9781003328346-5.

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Gupta, Sumit, und Sourav Biswas. „The Confluence of Smart Computing and Traditional Businesses to Foster Productivity, Profitability, and Prosperity“. In Artificial Intelligence Techniques in Human Resource Management, 87–112. New York: Apple Academic Press, 2023. http://dx.doi.org/10.1201/9781003328346-4.

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Gautam, Sunil, Kaushal Singh und Mrudul Bhatt. „Homogenization in the Technique of Artificial Intelligence in Human Resource Management“. In Artificial Intelligence Techniques in Human Resource Management, 211–37. New York: Apple Academic Press, 2023. http://dx.doi.org/10.1201/9781003328346-12.

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Ghosh, Soumi, Soumi Majumder und Sheng-Lung Peng. „An Empirical Study on Adoption of Artificial Intelligence in Human Resource Management“. In Artificial Intelligence Techniques in Human Resource Management, 29–85. New York: Apple Academic Press, 2023. http://dx.doi.org/10.1201/9781003328346-3.

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Jain, Garima, Ankush Jain und Divya Mishra. „Applications of the Internet of Robotic Things in Industry 4.0 Based on Several Aspects“. In Artificial Intelligence Techniques in Human Resource Management, 127–52. New York: Apple Academic Press, 2023. http://dx.doi.org/10.1201/9781003328346-7.

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Das, Santosh Kumar, Bikram Mahapatra, D. Hema Kumar, Manoj Kumar Mandal und Joydev Ghosh. „Manpower Optimization System in College: A Linear Programming Approach“. In Artificial Intelligence Techniques in Human Resource Management, 197–210. New York: Apple Academic Press, 2023. http://dx.doi.org/10.1201/9781003328346-11.

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Konferenzberichte zum Thema "HUMAN RESOURCE MANAGEMENT TECHNIQUES"

Alger, Captain H. C. „Cockpit Resource Management“. In Human Error Avoidance Techniques Conference. 400 Commonwealth Drive, Warrendale, PA, United States: SAE International, 1989. http://dx.doi.org/10.4271/892610.

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Helmreich, Robert L. „Evaluating the Effectiveness of Cockpit Resource Management Training“. In Human Error Avoidance Techniques Conference. 400 Commonwealth Drive, Warrendale, PA, United States: SAE International, 1989. http://dx.doi.org/10.4271/892601.

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Mclntyre, James A. „The Role of Professional Standards in Cockpit Resource Management (CRM)“. In Human Error Avoidance Techniques Conference. 400 Commonwealth Drive, Warrendale, PA, United States: SAE International, 1989. http://dx.doi.org/10.4271/892604.

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Thu, Thuy Nguyen Thi, Bich-Loan Nguyen und Trung Nguyen Chi. „Framework of Using Machine Leaning Techniques in Human Resource Management in Vietnamese Companies“. In The International Conference on Research in Management & Technovation. PTI, 2022. http://dx.doi.org/10.15439/2021km8.

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Onik, M. H., M. H. Miraz und Chul-Soo Kim. „A Recruitment and Human Resource Management Technique Using Blockchain Technology for Industry 4.0“. In Smart Cities Symposium 2018. Institution of Engineering and Technology, 2018. http://dx.doi.org/10.1049/cp.2018.1371.

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Han, Jing, Junyi Ren und Yanzhi Dong. „Research on Time Series Model for Human Resource Management Based on Web Technique“. In 2008 4th International Conference on Wireless Communications, Networking and Mobile Computing (WiCOM). IEEE, 2008. http://dx.doi.org/10.1109/wicom.2008.2687.

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Richards, Robert A. „Reduced Project Duration via Intelligent Scheduling for Ship Production/Repair“. In SNAME Maritime Convention. SNAME, 2022. http://dx.doi.org/10.5957/smc-2022-055.

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Ship and submarine production and repair have benefited significantly from more intelligently allocating resources and managing other constraints, thereby increasing efficiency, and reducing overall project duration. In complex production and repair environments, such as ship production/repair, the method of allocating resources and managing other constraints significantly affects the efficiency of progress and thus the overall project duration. Resources include human resources, equipment resources and physical-space resources. Due to the inherent complexity of resource allocation and constraint management for such complex environments, the project durations can be 25%+ longer than necessary. This paper shares the real-world results experienced by the authors as well as similar results found in the literature showing the major difference in project duration due to resource-scheduling techniques.

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Busolo, Gilbert, Lawrence Nderu und Kennedy Ogada. „A Multilevel Technology Acceptance Management Model“. In 6th International Conference on Computer Science, Engineering And Applications (CSEA 2020). AIRCC Publishing Corporation, 2020. http://dx.doi.org/10.5121/csit.2020.101802.

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Knowledge is a strategic resource for successful data driven decision making in any organization. To harness this knowledge, successful adoption of a technological intervention is key. Institutions leverage on technology to drive knowledge management (KM) initiatives for quality service delivery and prudent data management. These initiatives provide the overall strategy for managing data resources. They make available knowledge organization tools and techniques while enabling regular updates. Derived benefits of positive deployment of a technological intervention are competency enhancement through gained knowledge, raised quality of service and promotion of healthy development of e-commerce. Successful and timely adoption of technological interventions through which knowledge management initiatives are deployed remains a key challenge to many organizations. This paper proposes a wholesome multilevel technology acceptance management model. The proposed model takes into account human, technological and organizational variables, which exist in a deployment environment. This model will be vital in driving early technology acceptance prediction and timely deployment of mitigation measures to deploy technological interventions successfully.

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Maltseva, Tatiana, Aychurok Zayyrbekova, Natalia Bashlueva, Marina Kutepova und Ekaterina Sepiashvili. „Ethnopsychological peculiarities of coping strategies of law enforcement officers of the Commonwealth of Independent States“. In Human resource management within the framework of realisation of national development goals and strategic objectives. Dela Press Publishing House, 2022. http://dx.doi.org/10.56199/dpcsebm.fmka6964.

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Coping strategies are actualized in the official activities of law enforcement officers by situations that have an element of injustice, lack of time, difficulties in life situations, unpredictability and uncertainty of official tasks, the peculiarities of relations with management. By studying the ethno-psychological characteristics of coping strategies, the Department of Internal Affairs (DIA) psychologists will provide adequate psychological assistance select competent methods and techniques aimed at the impact of destructive coping strategies and the development of constructive ones. The study aims to research and compare personality coping strategies in different ethnic groups of DIA officers of the CIS countries. The hypothesis of the research: one of the manifestations of ethnopsychological features of the personality of DIA officers of the CIS countries can be considered the differences in the set of coping strategies. The scientific novelty of the research: for the first time, the ethno-psychological peculiarities of coping strategies of the personality of DIA officers of the CIS countries, which are included in the implementation process of professional activity, were studied and revealed. SACS questionnaire was used for the study (S. Hobfall, 1994). The results of the comparative analysis showed significant differences on all scales of the methodology, except for the scales of “entering into social contact” and “cautious actions”, which can be positively assessed, since DIA officers of the studied ethnic groups do not seek to achieve their goals exclusively by influencing the human consciousness by covert, deceptive and violent tactics.

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Joksiene, Izolda, und Algis Zvirblis. „QUANTITATIVE EVALUATION TECHNIQUE OF SME’S COMPETITIVE ADVANTAGE ON THE BASIS OF SAW METHOD“. In Business and Management 2016. VGTU Technika, 2016. http://dx.doi.org/10.3846/bm.2016.68.

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The paper deals with a complex quantitative evaluation of SMEs’ competitive advantage on the basis of a multiple criteria evaluation technique. Creation of a system of primary evaluation criteria having different significance is emphasized; the proposed set of criteria encompasses the financial indices of performance effectiveness as well as the composite indicators of efficiency of human and material resource management. The general index reflecting the relative competitive advantage of SME must be determined when applying presented evaluation models on the basis of the SAW method. The suggested technique has been applied to a Lithuanian logistics enterprise. The offered system can be used in developing a complex model for the evaluation of the financial status of small enterprises.

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Berichte der Organisationen zum Thema "HUMAN RESOURCE MANAGEMENT TECHNIQUES"

Bloom, Nicholas, und John Van Reenen. Human Resource Management and Productivity. Cambridge, MA: National Bureau of Economic Research, Mai 2010. http://dx.doi.org/10.3386/w16019.

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de Carvalho, Antonio Geldson, Charles Calomiris und Joao Amaro de Matos. Venture Capital as Human Resource Management. Cambridge, MA: National Bureau of Economic Research, Mai 2005. http://dx.doi.org/10.3386/w11350.

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DEFENSE LOGISTICS AGENCY ALEXANDRIA VA. Total Quality Management Implementing Plan for Human Resource Management. Fort Belvoir, VA: Defense Technical Information Center, April 1989. http://dx.doi.org/10.21236/ada212915.

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Ichniowski, Casey, Kathryn Shaw und Giovanna Prennushi. The Effects of Human Resource Management Practices on Productivity. Cambridge, MA: National Bureau of Economic Research, November 1995. http://dx.doi.org/10.3386/w5333.

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Abowd, John, George Milkovich und John Hannon. The Effects of Human Resource Management Decisions on Shareholder Value. Cambridge, MA: National Bureau of Economic Research, Oktober 1989. http://dx.doi.org/10.3386/w3148.

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Ichniowski, Casey. Human Resource Management Systems and the Performance of U.S. Manufacturing Businesses. Cambridge, MA: National Bureau of Economic Research, September 1990. http://dx.doi.org/10.3386/w3449.

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Bartel, Ann. Human Resource Management and Performance in the Service Sector: The Case of Bank Branches. Cambridge, MA: National Bureau of Economic Research, Januar 2000. http://dx.doi.org/10.3386/w7467.

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Pepper, Susan E., und Katherine M. Bachner. International Conference on Human Resource Development for Nuclear Power Programmes: Strategies for Education and Training, Networking and Knowledge Management. Office of Scientific and Technical Information (OSTI), Juni 2014. http://dx.doi.org/10.2172/1148882.

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Griffin, Katherine. Does Gender Matter? Human Elephant Conflict in Sri Lanka: A Gendered Analysis of Human Elephant Conflict and Natural Resource Management in a Rural Sri Lankan Village. Portland State University Library, Januar 2000. http://dx.doi.org/10.15760/etd.2530.

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Bridges, Todd, Jeffrey King, Johnathan Simm, Michael Beck, Georganna Collins, Quirijn Lodder und Ram Mohan. International Guidelines on Natural and Nature-Based Features for Flood Risk Management. Engineer Research and Development Center (U.S.), September 2021. http://dx.doi.org/10.21079/11681/41946.

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To deliver infrastructure that sustain our communities, economy, and environment, we must innovate, modernize, and even revolutionize our approach to infrastructure development. Change takes courage, but as one starts down the path of innovation, what was once novel becomes more familiar, more established. The U.S. Army Corps of Engineers (USACE) is walking this path with our partners through the Engineering With Nature (EWN) Initiative, integrating human engineering with natural systems. The International Guidelines on Natural and Nature-Based Features for Flood Risk Management are the next step toward revolutionary infrastructure development—a set of real-world guidelines to help familiarize us with what was once novel. USACE and collaborators around the world have been building, learning, and documenting the best practices for constructing Natural and Nature-Based Features (NNBF) for decades. The consolidation of these lessons into a single guidance document gives decision-makers and practitioners a much-needed resource to pursue, consider, and apply NNBF for flood risk management while expanding value through infrastructure. Relationships and partnerships are vital ingredients for innovation and progress. The NNBF Guidelines was achieved because of the strong relationships in the nature-based engineering community. The magnitude and diversity of contributors to the NNBF Guidelines have resulted in a robust resource that provides value beyond a single agency, sector, or nation. Similarly, the work of incorporating NNBF into projects will require us to strengthen our relationships across organizations, mandates, and missions to achieve resilient communities. I hope you are inspired by the collaborative achievement of the NNBF Guidelines and will draw from this resource to develop innovative solutions to current and future flood risk management challenges. There is a lot we can achieve together along the path of revolutionary infrastructure development.

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