Relevant bibliographies by topics / Human resource development pratitioners

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Human resource development pratitioners'

Author: Grafiati
Published: 4 June 2021
Last updated: 1 February 2022

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Journal articles on the topic "Human resource development pratitioners"

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Adiwibowo, Trika Gunawan, and Paulina Harun. "ANALISIS EFEKTIVITAS TALENT DEVELOPMENT MELALUI COMPETENCY MAPPING DAN PENGARUHNYA TERHADAP CORPORATE PERFORMANCE." Jurnal Ilmu Manajemen & Ekonomika 7, no. 2 (2018): 131. http://dx.doi.org/10.35384/jime.v7i2.85.

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The concept of business integration putting Human Resource (HR) as major capital to support company’s competitive advantage ability. Therefore in the current practice, effectiveness of the talent development role is a major concern for HR practitioners. On the other hand, competency mapping plays a significant and positive effect on the implementation of talent development strategy. The effectiveness of talent development can be achieved if the company/ organization can implement competency mapping program in order to determine the composition and measurement estimation of the company's HR quality. Implications of the talent development has significant and comprehensively affect the escalation of employee’s competency and employee’s productivity respectively. In addition, the escalation of employee’s competency and employee’s productivity will eventually positive effect on corporate performance.In general, this research focusing on mining contractor company in Indonesia shows that the result in line with the explanation above. There is a significant and positive relation among competency mapping, talent development, employee competeny, employee productivity and corporate performance. The role of competency mapping and talent development is not just for employee development, but in wider point of view this is a strategic goal to achieved business integration based on HR approach. The main implications from this research is shows that talent development is the solution for the company’s expectation related with the HR/ manpower qualities.Finally, the effectiveness of the role of competency mapping and talent development can be achieved if the Company (through corporate management) is committed to support its implementation. Business integration requires participation from all organization member, including HR pratitioners, employees and corporate management in order to achieve a sustainable advantage and synergy.Keywords : human resources (HR), competency mapping, talent development, employee competency, employee productivity, corporate performance
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Bengtsson, Jarl. "Human resource development." Futures 23, no. 10 (1991): 1085–106. http://dx.doi.org/10.1016/0016-3287(91)90074-c.

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Ruona, Wendy E. A. "Evolving Human Resource Development." Advances in Developing Human Resources 18, no. 4 (2016): 551–65. http://dx.doi.org/10.1177/1523422316660968.

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Mabey, Christopher. "Reframing Human Resource Development." Human Resource Development Review 2, no. 4 (2003): 430–52. http://dx.doi.org/10.1177/1534484303258042.

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&, Leonard Nadler, Garland D. Wiggs, and STUART SMITH. "Managing Human Resource Development." R&D Management 18, no. 3 (1988): 289. http://dx.doi.org/10.1111/j.1467-9310.1988.tb00600.x.

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Koyama, Seiji. "Human resource development program." Journal of Global Tourism Research 5, no. 2 (2020): 113–16. http://dx.doi.org/10.37020/jgtr.5.2_113.

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McGoldrick, Jim, Jim Stewart, and Sandra Watson. "Theorizing human resource development." Human Resource Development International 4, no. 3 (2001): 343–56. http://dx.doi.org/10.1080/13678860126443.

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Trehan, Kiran, Clare Rigg, and Jim Stewart. "Critical Human Resource Development." International Journal of Training and Development 10, no. 1 (2006): 2–3. http://dx.doi.org/10.1111/j.1468-2419.2006.00238.x.

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Crandall, Sonia J. S. "Strategic Human Resource Development." Long Range Planning 22, no. 2 (1989): 128. http://dx.doi.org/10.1016/0024-6301(89)90133-7.

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Werner, Jon M., Valerie Anderson, and Kim Nimon. "Human Resource Development Quarterly and human resource development: Past, present, and future." Human Resource Development Quarterly 30, no. 1 (2019): 9–15. http://dx.doi.org/10.1002/hrdq.21340.

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Dissertations / Theses on the topic "Human resource development pratitioners"

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Omar, Abduljabar A. "Perceptions of Role Conflict, Role Ambiguity, and Job Satisfaction among Selected Human Resource Development Practitioners." Thesis, University of North Texas, 1992. https://digital.library.unt.edu/ark:/67531/metadc278527/.

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The purpose of this study was to investigate the role ambiguity, role conflict, and job satisfaction perceptions among selected Human Resource Development (HRD) practitioners. The study's target population was the American Society for Training and Development (ASTD)—Dallas Chapter. The independent variables used in this study consisted of HRD practitioners' gender, age, length of HRD experience, educational level, and HRD role category.
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Vong, Tze Ngai. "Managing human resource development." Thesis, University of Macau, 2000. http://umaclib3.umac.mo/record=b1636787.

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Grugulis, C. Irena. "Skill, training and human resource development." Palgrave Macmillan, 2006. http://hdl.handle.net/10454/3736.

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No<br>Taking a critical perspective, Skill, Training and Human Resource Development focuses on the way people are developed at work; the skills that are encouraged, the way they are controlled and the implications they have for people. It draws on a wide range of research and covers an array of organizational practices. Preface Acknowledgements Human Resource Development Skills at Work International Comparisons: Skills and Employment Systems Vocational Education and Training in Britain New Skills for Old? The Changing Nature of Skill Emotions and Aesthetics for Work and Labour: The Pleasures and Pains of the Changing Nature of Work Managing Culture Management and Leadership Development Knowledge Work and Knowledgeable Workers Developments and Developing in the New Economy References Index
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Wuliji, Tana. "Factors influencing human resource development for pharmaceutical services." Thesis, University College London (University of London), 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.522828.

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Abdullah, Haslinda. "Human resource development in manufacturing companies in Malaysia." Thesis, Cardiff University, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.436771.

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Nordin, Erika, and Helena Öberg. "Human resource development in Laos. : An explorative study on teachers’ opinions about human resource development in the National University of Laos." Thesis, Umeå universitet, Pedagogiska institutionen, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-66707.

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This thesis concerns human resource development (HRD) and educational reform in Laos which is one aspect of poverty eradication in Laos. The thesis aim to describe, understand and analyze how HRD is constructed in policies and among teachers at the National University of Laos (NUOL) and what possibilities and constraints they connect to it. To find answers to these questions we have analyzed national policy documents and interviewed teachers with PhD degrees at NUOL. Educational reform was initiated after the declaration of the Lao People Democratic Republic (Lao PDR) independency in 1975 and with the help of donor organizations efforts have continuously been made to raise the quality of education in Lao PDR in order to improve skills among the population.Our findings show that in policy HRD is constructed as poverty reduction, meeting international standards and educational development. The respondents have described that HRD can be achieved through staff development, student-centered learning method, development of skills through international cooperation and relevant educational equipment. The biggest constraint according to the respondents is lack of money. After that comes lack of knowledge, inadequate equipment and low incentives for teachers. The main possibilities described are that NUOL is in a position to spread information about education and material to other education institutions; that textbooks are more readily available and that it is getting easier to apply for scholarships for studies abroad.
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Esichaikul, Ranee. "Human resource development in the tourism sector in Thailand." Thesis, University of Strathclyde, 1996. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=20373.

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The purpose of this study is three-fold: to examine how education and training for tourism have developed and operated in Thailand; to analyse the role of the public and private sectors in human resource development with specific reference to the hotel sub-sector in Thailand; and to identify how the public and private sectors can co-operate to improve the effectiveness of education and training in Thailand's hotel industry. Concepts from human resource development in tourism provide the theoretical framework for the investigation. Three propositions are put forward. (1) The quality of human resources presents a very significant constraint to tourism development because the tourism industry is labour-intensive. Thailand needs better-qualified personnel at all levels of the tourism industry to improve the overall level of service, and to be competitive in international tourism. (2) In developing countries, without strong government support and guidance, human resource development in the tourism sector will not take place. (3) The Thai government needs to play a supportive role in human resource development in tourism because the key to success is co-operation among the three main actors: the government, the tourism industry, and educational institutions. The data were obtained from interviews with three major stakeholders who influence human resource development for the hotel sub-sector of the tourism industry: government officials, hoteliers and educators. The thesis concludes that there are nine major human resource problems in Thailand. These problems were grouped into three main areas: human resource management, administrative structure and the general aspect. Government involvement in human resource development in Thailand should be active because of the absence of a developed and education-conscious private sector. The government should undertake a supportive role to ensure that basic tourism education and training activities are initiated. The private sector should have a greater involvement in contributing to a development strategy for tourism human resource development. Without strong commitment and co-operation among three main actors--the government, the industry and educators--the development of human resources in the tourism industry will be insufficient and delayed.
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Nackoney, Claire K. "Living on Both Sides of the Fence: A Phenomenological Study of Human Resource Development Professionals as Downsizing Survivors and Strategic Human Resource Development Facilitators." FIU Digital Commons, 2012. http://digitalcommons.fiu.edu/etd/753.

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This phenomenological study explored how HR professionals who identified themselves as facilitators of strategic HRD (SHRD) perceived the experience of being an organizational agent-downsizing survivor. Criterion and snowball sampling were used to recruit 15 participants for this study. A semi-structured interview guide was used to interview participants. Creswell’s (2007) simplified version of Moustakas’s (1994) Modification of the Stevick-Colaizzi-Keen Method of Analysis of Phenomenological Data was used to analyze the data. Four main themes and corresponding sub-themes emerged from an inductive data analysis. The four main themes were a) the emotionality of downsizing, b) feeling responsible, c) choice and control, and d) possibilities for growth. Participants perceived downsizing as an emotional organizational change event that required them to manage their own emotions while helping others do the same. They performed their roles within an organizational atmosphere that was perceived as chaotic and filled with apprehension, shock, and a sense of ongoing loss, sadness and grieving. They sometimes experienced guilt and doubt and felt deceptive for having to keep secrets from others when planning for downsizing. Participants felt a strong sense of responsibility to protect employees emotionally, balance employee and organizational interests, and try to ensure the best outcomes for both. Often being there for others meant that they put on their games faces and took care of themselves last. Participants spoke of the importance of choosing one’s attitude, being proactive rather than reactive, and finding ways to regain control in the midst of organizational crisis. They also perceived that although downsizing was emotionally difficult to go through that it provided possibilities for self, employee, and organizational growth.
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Kilian, George F. "An evaluation of the human resource development process supporting CASS." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1995. http://handle.dtic.mil/100.2/ADA306710.

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Scott-Jackson, William. "Individual change competence : the development of a strategic human resource." Thesis, Oxford Brookes University, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.325264.

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Books on the topic "Human resource development pratitioners"

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Kazuo, Koike. Human resource development. Japan Institute of Labour, 1997.

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L, DeSimone Randy, ed. Human resource development. 2nd ed. Dryden Press, 1998.

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L, DeSimone Randy, ed. Human resource development. 6th ed. South-Western, 2012.

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L, DeSimone Randy, ed. Human resource development. Dryden Press, 1994.

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Office, General Accounting. Human resource development. U.S. General Accounting Office, 1985.

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L, DeSimone Randy, ed. Human resource development. 4th ed. Thomson South-Western, 2006.

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Gibb, Stephen. Human Resource Development. Macmillan Education UK, 2011. http://dx.doi.org/10.1007/978-0-230-34464-8.

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Carbery, Ronan, and Christine Cross, eds. Human Resource Development. Macmillan Education UK, 2015. http://dx.doi.org/10.1007/978-1-137-36010-6.

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Walton, John, and Claire Valentin, eds. Human Resource Development. Macmillan Education UK, 2014. http://dx.doi.org/10.1007/978-1-137-36133-2.

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Gold, Jeff, Rick Holden, Jim Stewart, Paul Iles, and Julie Beardwell, eds. Human Resource Development. Macmillan Education UK, 2013. http://dx.doi.org/10.1007/978-1-137-08808-6.

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Book chapters on the topic "Human resource development pratitioners"

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Grugulis, Irena. "Human resource development." In Human Resource Management. Routledge, 2018. http://dx.doi.org/10.4324/9781315299556-15.

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Bratton, John, and Jeffrey Gold. "Human Resource Development." In Human Resource Management. Macmillan Education UK, 1994. http://dx.doi.org/10.1007/978-1-349-23340-3_9.

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Gold, Jeffrey. "Human resource development." In Human Resource Management. Macmillan Education UK, 1999. http://dx.doi.org/10.1007/978-1-349-27325-6_10.

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Burchill, Frank, and Alice Casey. "Human Resource Development." In Human Resource Management. Macmillan Education UK, 1996. http://dx.doi.org/10.1007/978-1-349-24806-3_7.

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Gibb, Stephen. "Human Resource Development." In Human Resource Development. Macmillan Education UK, 2011. http://dx.doi.org/10.1007/978-0-230-34464-8_1.

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Grugulis, Irena. "Human resource development." In Skills, Training and Human Resource Development. Macmillan Education UK, 2007. http://dx.doi.org/10.1007/978-0-230-20833-9_1.

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Armstrong, Claire. "Organization Development." In Human Resource Development. Macmillan Education UK, 2015. http://dx.doi.org/10.1007/978-1-137-36010-6_6.

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Garavan, Thomas N. "Leadership Development." In Human Resource Development. Macmillan Education UK, 2015. http://dx.doi.org/10.1007/978-1-137-36010-6_12.

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Carbery, Ronan, and David McKevitt. "Career Development." In Human Resource Management. Macmillan Education UK, 2019. http://dx.doi.org/10.1057/978-1-352-00403-8_10.

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Gibb, Stephen. "Development Partnerships." In Human Resource Development. Macmillan Education UK, 2011. http://dx.doi.org/10.1007/978-0-230-34464-8_11.

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Conference papers on the topic "Human resource development pratitioners"

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Namjilmaa, G., B. Ganbat, Sh Oyunbileg, and N. Naranbaatar. "NURSING HUMAN RESOURCE DEVELOPMENT IN MONGOLIA." In Proceedings of the XXIII International Scientific and Practical Conference. RS Global Sp. z O.O., 2020. http://dx.doi.org/10.31435/rsglobal_conf/30112020/7273.

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Chen, Li-yu, and Chien Yu. "Strategic Human Resource Development through Mentoring." In 2010 International Conference on Management and Service Science (MASS 2010). IEEE, 2010. http://dx.doi.org/10.1109/icmss.2010.5577981.

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Atkins, M. H., and R. D. Galliers. "Human resource development for IS executives." In the 1992 ACM SIGCPR conference. ACM Press, 1992. http://dx.doi.org/10.1145/144001.144046.

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Gao, Wenyi. "Gender Equality and Human Resource Development." In Proceedings of the 1st International Symposium on Economic Development and Management Innovation (EDMI 2019). Atlantis Press, 2019. http://dx.doi.org/10.2991/edmi-19.2019.93.

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DORN, J., T. NAZ, and M. PICHLMAIR. "ONTOLOGY DEVELOPMENT FOR HUMAN RESOURCE MANAGEMENT." In Proceedings of the 2007 International Conference. WORLD SCIENTIFIC, 2007. http://dx.doi.org/10.1142/9789812770592_0010.

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Molamohamadi, Zohreh, Napsiah Ismail, and Norzima Zulkifli. "Sustainable Human Resource Management." In Annual International Conference on Human Resource Management and Professional Development in the Digital Age. Global Science & Technology Forum (GSTF), 2013. http://dx.doi.org/10.5176/2251-2349_hrmpd13.28.

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Xie, Fang, and Qi Tang. "Human Resource Development by Fuzzy Neural Networks." In 2008 4th International Conference on Wireless Communications, Networking and Mobile Computing (WiCOM). IEEE, 2008. http://dx.doi.org/10.1109/wicom.2008.1723.

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Liu, Xiaoping, and Jingsong Deng. "Human Resource Development Strategy Based on Mentoring." In 2010 International Conference on Management and Service Science (MASS 2010). IEEE, 2010. http://dx.doi.org/10.1109/icmss.2010.5577601.

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Voloshina, Irina, and Irina Kotlyarova. "LIFELONG LEARNING FOR UNIVERSITY HUMAN RESOURCE DEVELOPMENT." In International Technology, Education and Development Conference. IATED, 2017. http://dx.doi.org/10.21125/inted.2017.0734.

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Liu, Jiayong. "Benefit Analysis on Rural Human Resource Development." In International Conference on Education, Management and Computing Technology (ICEMCT-15). Atlantis Press, 2015. http://dx.doi.org/10.2991/icemct-15.2015.81.

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Reports on the topic "Human resource development pratitioners"

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Pepper, Susan E., and 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), 2014. http://dx.doi.org/10.2172/1148882.

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Gordon, Eleanor, and Briony Jones. Building Success in Development and Peacebuilding by Caring for Carers: A Guide to Research, Policy and Practice to Ensure Effective, Inclusive and Responsive Interventions. University of Warwick Press, 2021. http://dx.doi.org/10.31273/978-1-911675-00-6.

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The experiences and marginalisation of international organisation employees with caring responsibilities has a direct negative impact on the type of security and justice being built in conflict-affected environments. This is in large part because international organisations fail to respond to the needs of those with caring responsibilities, which leads to their early departure from the field, and negatively affects their work while in post. In this toolkit we describe this problem, the exacerbating factors, and challenges to overcoming it. We offer a theory of change demonstrating how caring for carers can both improve the working conditions of employees of international organisations as well as the effectiveness, inclusivity and responsiveness of peace and justice interventions. This is important because it raises awareness among employers in the sector of the severity of the problem and its consequences. We also offer a guide for employers for how to take the caring responsibilities of their employees into account when developing human resource policies and practices, designing working conditions and planning interventions. Finally, we underscore the importance of conducting research on the gendered impacts of the marginalisation of employees with caring responsibilities, not least because of the breadth and depth of resultant individual, organisational and sectoral harms. In this regard, we also draw attention to the way in which gender stereotypes and gender biases not only inform and undermine peacebuilding efforts, but also permeate research in this field. Our toolkit is aimed at international organisation employees, employers and human resources personnel, as well as students and scholars of peacebuilding and international development. We see these communities of knowledge and action as overlapping, with insights to be brought to bear as well as challenges to be overcome in this area. The content of the toolkit is equally relevant across these knowledge communities as well as between different specialisms and disciplines. Peacebuilding and development draw in experts from economics, politics, anthropology, sociology and law, to name but a few. The authors of this toolkit have come together from gender studies, political science, and development studies to develop a theory of change informed by interdisciplinary insights. We hope, therefore, that this toolkit will be useful to an inclusive and interdisciplinary set of knowledge communities. Our core argument - that caring for carers benefits the individual, the sectors, and the intended beneficiaries of interventions - is relevant for students, researchers, policy makers and practitioners alike.
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Bridges, Todd, Jeffrey King, Johnathan Simm, et al. International Guidelines on Natural and Nature-Based Features for Flood Risk Management. Engineer Research and Development Center (U.S.), 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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Idris, Iffat. Increasing Birth Registration for Children of Marginalised Groups in Pakistan. Institute of Development Studies (IDS), 2021. http://dx.doi.org/10.19088/k4d.2021.102.

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This review looks at approaches to promote birth registration among marginalised groups, in order to inform programming in Pakistan. It draws on a mixture of academic and grey literature, in particular reports by international development organizations. While there is extensive literature on rates of birth registration and the barriers to this, and consensus on approaches to promote registration, the review found less evidence of measures specifically aimed at marginalised groups. Gender issues are addressed to some extent, particularly in understanding barriers to registration, but the literature was largely disability-blind. The literature notes that birth registration is considered as a fundamental human right, allowing access to services such as healthcare and education; it is the basis for obtaining other identity documents, e.g. driving licenses and passports; it protects children, e.g. from child marriage; and it enables production of vital statistics to support government planning and resource allocation. Registration rates are generally lower than average for vulnerable children, e.g. from minority groups, migrants, refugees, children with disabilities. Discriminatory policies against minorities, restrictions on movement, lack of resources, and lack of trust in government are among the ‘additional’ barriers affecting the most marginalised. Women, especially unmarried women, also face greater challenges in getting births registered. General approaches to promoting birth registration include legal and policy reform, awareness-raising activities, capacity building of registration offices, integration of birth registration with health services/education/social safety nets, and the use of digital technology to increase efficiency and accessibility.
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Downes, Jane, ed. Chalcolithic and Bronze Age Scotland: ScARF Panel Report. Society for Antiquaries of Scotland, 2012. http://dx.doi.org/10.9750/scarf.09.2012.184.

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The main recommendations of the panel report can be summarised under five key headings:  Building the Scottish Bronze Age: Narratives should be developed to account for the regional and chronological trends and diversity within Scotland at this time. A chronology Bronze Age Scotland: ScARF Panel Report iv based upon Scottish as well as external evidence, combining absolute dating (and the statistical modelling thereof) with re-examined typologies based on a variety of sources – material cultural, funerary, settlement, and environmental evidence – is required to construct a robust and up to date framework for advancing research.  Bronze Age people: How society was structured and demographic questions need to be imaginatively addressed including the degree of mobility (both short and long-distance communication), hierarchy, and the nature of the ‘family’ and the ‘individual’. A range of data and methodologies need to be employed in answering these questions, including harnessing experimental archaeology systematically to inform archaeologists of the practicalities of daily life, work and craft practices.  Environmental evidence and climate impact: The opportunity to study the effects of climatic and environmental change on past society is an important feature of this period, as both palaeoenvironmental and archaeological data can be of suitable chronological and spatial resolution to be compared. Palaeoenvironmental work should be more effectively integrated within Bronze Age research, and inter-disciplinary approaches promoted at all stages of research and project design. This should be a two-way process, with environmental science contributing to interpretation of prehistoric societies, and in turn, the value of archaeological data to broader palaeoenvironmental debates emphasised. Through effective collaboration questions such as the nature of settlement and land-use and how people coped with environmental and climate change can be addressed.  Artefacts in Context: The Scottish Chalcolithic and Bronze Age provide good evidence for resource exploitation and the use, manufacture and development of technology, with particularly rich evidence for manufacture. Research into these topics requires the application of innovative approaches in combination. This could include biographical approaches to artefacts or places, ethnographic perspectives, and scientific analysis of artefact composition. In order to achieve this there is a need for data collation, robust and sustainable databases and a review of the categories of data.  Wider Worlds: Research into the Scottish Bronze Age has a considerable amount to offer other European pasts, with a rich archaeological data set that includes intact settlement deposits, burials and metalwork of every stage of development that has been the subject of a long history of study. Research should operate over different scales of analysis, tracing connections and developments from the local and regional, to the international context. In this way, Scottish Bronze Age studies can contribute to broader questions relating both to the Bronze Age and to human society in general.
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Hall, Mark, and Neil Price. Medieval Scotland: A Future for its Past. Society of Antiquaries of Scotland, 2012. http://dx.doi.org/10.9750/scarf.09.2012.165.

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The main recommendations of the panel report can be summarised under five key headings. Underpinning all five areas is the recognition that human narratives remain crucial for ensuring the widest access to our shared past. There is no wish to see political and economic narratives abandoned but the need is recognised for there to be an expansion to more social narratives to fully explore the potential of the diverse evidence base. The questions that can be asked are here framed in a national context but they need to be supported and improved a) by the development of regional research frameworks, and b) by an enhanced study of Scotland’s international context through time. 1. From North Britain to the Idea of Scotland: Understanding why, where and how ‘Scotland’ emerges provides a focal point of research. Investigating state formation requires work from Medieval Scotland: a future for its past ii a variety of sources, exploring the relationships between centres of consumption - royal, ecclesiastical and urban - and their hinterlands. Working from site-specific work to regional analysis, researchers can explore how what would become ‘Scotland’ came to be, and whence sprang its inspiration. 2. Lifestyles and Living Spaces: Holistic approaches to exploring medieval settlement should be promoted, combining landscape studies with artefactual, environmental, and documentary work. Understanding the role of individual sites within wider local, regional and national settlement systems should be promoted, and chronological frameworks developed to chart the changing nature of Medieval settlement. 3. Mentalities: The holistic understanding of medieval belief (particularly, but not exclusively, in its early medieval or early historic phase) needs to broaden its contextual understanding with reference to prehistoric or inherited belief systems and frames of reference. Collaborative approaches should draw on international parallels and analogues in pursuit of defining and contrasting local or regional belief systems through integrated studies of portable material culture, monumentality and landscape. 4. Empowerment: Revisiting museum collections and renewing the study of newly retrieved artefacts is vital to a broader understanding of the dynamics of writing within society. Text needs to be seen less as a metaphor and more as a technological and social innovation in material culture which will help the understanding of it as an experienced, imaginatively rich reality of life. In archaeological terms, the study of the relatively neglected cultural areas of sensory perception, memory, learning and play needs to be promoted to enrich the understanding of past social behaviours. 5. Parameters: Multi-disciplinary, collaborative, and cross-sector approaches should be encouraged in order to release the research potential of all sectors of archaeology. Creative solutions should be sought to the challenges of transmitting the importance of archaeological work and conserving the resource for current and future research.
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West Virginia US Department of Energy experimental program to stimulate competitive research. Section 2: Human resource development; Section 3: Carbon-based structural materials research cluster; Section 3: Data parallel algorithms for scientific computing. Office of Scientific and Technical Information (OSTI), 1994. http://dx.doi.org/10.2172/10186137.

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Innovative Solutions to Human-Wildlife Conflicts: National Wildlife Research Center Accomplishments, 2012. U.S. Department of Agriculture, Animal and Plant Health Inspection Service, 2013. http://dx.doi.org/10.32747/2013.7206797.aphis.

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The National Wildlife Research Center (NWRC) is the research arm of Wildlife Services (WS), a program within the U.S. Department of Agriculture’s (USDA) Animal and Plant Health Inspection Service (APHIS). NWRC’s researchers are dedicated to finding biologically sound, practical, and effective solutions to resolving wildlife damage management issues. There are four spotlights for 2012 show the depth and breadth of NWRC’s research expertise and its holistic approach to address today’s wildlife-related challenges. NWRC remains committed to its other core mission areas of agriculture and natural resource protection, invasive species control, and product development. Product development takes center stage in this year’s report with accomplishments organized by specific types of products and methods.
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Exploring the Prospects of Using 3D Printing Technology in the South African Human Settlements. Academy of Science of South Africa (ASSAf), 2021. http://dx.doi.org/10.17159/assaf.2021/0074.

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South Africa is a country with significant socio-economic development challenges, with the majority of South Africans having limited or non-existent access to basic infrastructure, services, housing and socio-economic opportunities etc. The urban housing backlog currently exceeds 2.4 million houses, with many families living in informal settlements. The Breaking New Grounds Policy, 2014 for the creation of sustainable human settlements, acknowledges the challenges facing human settlements, such as, decreasing human settlements grants allocation, increasing housing backlog, mushrooming of informal settlements and urbanisation. The White Paper on Science, Technology and Innovation (STI), 2019 notes that South Africa has not yet fully benefited from the potential of STI in addressing the socio-economic challenges and seeks to support the circular economy principles which entail a systematic change of moving to a zero or low waste resource-efficient society. Further to this, the Science and Technology Roadmap’s intention is to unlock the potential of South Africa’s human settlements for a decent standard of living through the smart uptake of science, technology and innovation. One such novel technology is the Three-Dimensional (3D) printing technology, which has produced numerous incredible structures around the world. 3D printing is a computer-controlled industrial manufacturing process which encompasses additive means of production to create 3D shapes. The effects of such a technology have a potential to change the world we live in and could subsequently pave the roadmap to improve on housing delivery and reduce the negative effects of conventional construction methods on the environment. To this end, the Academy of Science of South Africa (ASSAf), in partnership with the Department of Science and Innovation (DSI) and the University of Johannesburg (UJ) hosted the second virtual IID seminar titled: Exploring the Prospects of Using 3D Printing Technology in the South African Human Settlements, on 01 March 2021 to explore the potential use of 3D printing technology in human settlements. The webinar presented preliminary findings from a study conducted by UJ, addressing the following topics: 1. The viability of 3D printing technology 2. Cost comparison of 3D printed house to conventional construction 3. Preliminary perceptions on 3D printing of houses Speakers included: Dr Jennifer Mirembe (NDoHS), Dr Jeffrey Mahachi, Mr Refilwe Lediga, Mr Khululekani Ntakana and Dr Luxien Ariyan, all from UJ. There was a unanimous consensus that collaborative efforts from all stakeholders are key to take advantage of this niche technology. @ASSAf_Official; @dsigovza; @go2uj; @The_DHS; #SA 3D_Printing; #3D Print_Housing; #IID
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Family Planning Programs for the 21st Century: Rationale and Design. Population Council, 2012. http://dx.doi.org/10.31899/rh11.1016.

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Family planning improves health, reduces poverty, and empowers women. Yet, today, more than 200 million women in the developing world want to avoid pregnancy but are not using a modern method of contraception. They face many obstacles, including lack of access to information and health-care services, opposition from their husbands and communities, misperceptions about side effects, and cost. Family planning programs are among the most successful development interventions of the past 50 years. They are unique in their range of potential benefits, encompassing economic development, maternal and child health, educational advances, and women’s empowerment. Research shows that with high-quality voluntary family planning programs, governments are able to reduce fertility and produce large-scale improvements in health, wealth, human rights, and education. This book is a comprehensive resource for policymakers and donors. It makes the case for increased funding and support of voluntary family planning, and details how to design programs to operate both ethically and effectively.
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