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Relevant bibliographies by topics / Human resource information systems

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Academic literature on the topic 'Human resource information systems'

Author: Grafiati

Published: 4 June 2021

Last updated: 2 February 2022

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Journal articles on the topic "Human resource information systems"

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Tigari, Mr Harish. "Human Resource Information System: A Theoretical Perspective." International Journal of Trend in Scientific Research and Development Volume-2, Issue-1 (December 31, 2017): 1406–10. http://dx.doi.org/10.31142/ijtsrd8245.

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Hendrickson, Anthony R. "Human resource information systems: Backbone technology of contemporary human resources." Journal of Labor Research 24, no. 3 (September 2003): 381–94. http://dx.doi.org/10.1007/s12122-003-1002-5.

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Okinyi, Oyoo Mark, Kelvin Kabeti Omieno, and Kitone K. Margaret. "The Value Of Human Resource Information Systems In Human Resource Management." INTERNATIONAL JOURNAL OF COMPUTERS & TECHNOLOGY 11, no. 10 (December 5, 2013): 3085–89. http://dx.doi.org/10.24297/ijct.v11i10.2977.

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In todayâ€™s organizations Human Resource Management has become one of the key resources of business organizations. The need to integrate Human Resource Management (HRM) with information systems has become a necessity as modern firms are realizing that their people and information resources are vital for their survival. This is the reason Human Resource Information Systems (HRIS) is now used extensively in all organizations irrespective of its size, tenure of establishment, complexities of operations etc. With the growing importance of human resource management and increasing size of the organizations, maintenance of employee related data and generating reports are the crucial aspects of any organization. Therefore more and more organizations are adopting computer based human resource management systems (HRMS) This paper is an attempt to highlight the value of information systems in Human Resource Management. The study is conducted through analysis of secondary data from books, journals and reviews.

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Anitha, J., and M. Aruna. "Transformation towards Human Resource Information Systems." Journal of Management and Development Studies 26 (April 21, 2015): 30–50. http://dx.doi.org/10.3126/jmds.v26i0.24940.

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This paper has explored the various factors namely technological factors, organisational factors, environmental factors and psychological factors that influence in the adoption of Human Resource Information Systems (HRIS). The purpose of the paper is to focus on the factors essential for the adaptability and capability of companies to accept the introduction of information systems like HRIS. The paper is descriptive in nature and the respondents are the users of HRIS in small, medium and large scale companies. The users are the employees, managers and executives of the information technology sector. The techniques of descriptive statistics, one way ANOVA, correlation, and linear regression are used in the analysis to measure the existing level of the influential factors of HRIS. The environmental factor is found to have a profound influence on the adoption of HRIS. This implies that the competitiveness and external pressure are the vital forces for the company to sustain in the global environment and in adopting new technologies. As, this paper has focused only on the respondents from the information technology sector,it can be extended to manufacturing and automobile sectors for a comprehensive model development. The model developed can be considered as a main tool for an organisation for introducing new information systems like HRIS. This also encompasses specific components for successful adoption of HRIS.

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Niederman, Fred. "Global Information Systems and Human Resource Management." Journal of Global Information Management 7, no. 2 (April 1999): 33–39. http://dx.doi.org/10.4018/jgim.1999040104.

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DeSanctis, Gerardine. "Human Resource Information Systems: A Current Assessment." MIS Quarterly 10, no. 1 (March 1986): 15. http://dx.doi.org/10.2307/248875.

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Haines, Victor Y., and Andr� Petit. "Conditions for successful human resource information systems." Human Resource Management 36, no. 2 (1997): 261–75. http://dx.doi.org/10.1002/(sici)1099-050x(199722)36:2<261::aid-hrm7>3.0.co;2-v.

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Taylor, G. Stephen, and Barbara A. Spencer. "Ethical implications of Human Resource Information Systems." Employee Responsibilities and Rights Journal 3, no. 1 (March 1990): 19–30. http://dx.doi.org/10.1007/bf01384761.

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Zafar, Humayun. "Human resource information systems: Information security concerns for organizations." Human Resource Management Review 23, no. 1 (March 2013): 105–13. http://dx.doi.org/10.1016/j.hrmr.2012.06.010.

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Alomari, Ali Saeed. "The Role of Human Resources Information Systems in Improving the Performance of Human Resources Management." Indian Journal of Science and Technology 12, no. 35 (September 30, 2019): 01–06. http://dx.doi.org/10.17485/ijst/2019/v12i35/147859.

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Dissertations / Theses on the topic "Human resource information systems"

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Röhrs, Friedrich [Verfasser], and Stefan [Akademischer Betreuer] Strohmeier. "Process oriented human resource information systems : supporting a process orientation in human resources through information systems / Friedrich Röhrs ; Betreuer: Stefan Strohmeier." Saarbrücken : Saarländische Universitäts- und Landesbibliothek, 2016. http://d-nb.info/1152094556/34.

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Dlamini, Khulekani Enock. "Impact of data quality on utilisation and usefulness of integrated Human Resources Information Systems (HRIS)." Thesis, University of Western Cape, 2012. http://hdl.handle.net/11394/3375.

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Magister Commercii - MCom
Impact of data quality on utilisation and perceived usefulness of integrated Human Resources Information Systems (HRIS). Integrated HR Information systems have become prevalent in modern organisations. These systems promise operational efficiencies and competitive advantage. In order to deliver these benefits, the systems should be effectively utilised and perceived as a useful business tools. The utilisation and perceived usefulness of the HRIS could be influenced by quality of data it produces. The objective of this study was to investigate the impact of data quality on the utilisation and usefulness of the HRIS. The aim was to ensure that organisations realise their investments in HRIS. This would be achieved by improving qualities that ensures effective utilisation of HRIS. Moreover, the study sought to enhance the body of academic knowledge in HRIS as far data quality is concerned. Mixed research method was used to meet the objectives of the study. Survey research and qualitative interviews techniques were employed. Statistical and deductive analysis was applied to raw data in order to draw conclusions. The study found that data quality positively influence utilisation and usefulness of HRIS. Moreover, findings revealed that the HRIS was predominantly used for operational, rather than strategic tasks. HRIS data is also not generally perceived to be of poor quality. HR practitioners emphasise accuracy over other quality dimensions. Organisations that seek to maximise their investment in HRIS should implement data quality improvement initiatives. This will ensure that the system is effectively utilised and produces high quality information for decision-making. This could lead to competitive advantage. Further research could be undertaken to understand; success factors for HRIS data quality initiatives, determinants of HRIS user satisfaction, drivers for dedicated HRIS management roles and the impact of having HRIS manager among others.

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Tansley, Carole. "Politics and exchange in the development of global human resource information systems." Thesis, Nottingham Trent University, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.314334.

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Krulíková, Dagmar. "Human Resources Information System Analysis." Master's thesis, Vysoká škola ekonomická v Praze, 2007. http://www.nusl.cz/ntk/nusl-3859.

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One of the biggest and prolonged capital assets of society is investment in staff. If they are managed in the right way, these investments can be the source of innovation and growth, competitive advantage and previsions of leading position in the market. Viz.[7] This Diploma thesis is aimed on the analyses of the human resources management, structure and demands on the personal information system, which solves this area as a whole. Described systems and solutions are generalization of the author's theoretical and practical experiences with particular human resources information system. There are defined the demands on common concept of HR IS. In this diploma thesis you can find the description

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Sakuma, Masaru. "Strategic human resource management in Japan : a comparative study of information sharing systems." Thesis, London School of Economics and Political Science (University of London), 1987. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.242028.

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Sritharakumar, Sinnathamby. "Human resources information system (HRIS)-enabled human resource management (HRM) performance : a business process management (BPM) perspective." Thesis, University of Salford, 2016. http://usir.salford.ac.uk/38034/.

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It is widely accepted that business process management (BPM), a contemporary management approach that focuses on managing overall business processes within an organization to accomplish the organizational goal, relies on modern information and communication technology (ICT) systems. Although there are plenty of academic discussions available on BPM and the firm performance relationship, the literature does not provide constructive information on how the adoption of ICT impacts the BPM performance. Therefore, this study creates an awareness of the contribution of ICT to BPM by analyzing the linkage between impacts of human resource information systems (HRIS) on human resource management (HRM) performance. A conceptual model was developed with strong theoretical background by incorporating the works informed by Lee et al. (2012) and Paauwe and Richardson (1997) to test several hypotheses. In this research, the target population is human resources professionals who have access to HRIS within their organizations in a Canadian context. Since this study has a wide range of data distribution that tries to measure the strength of relationship between a HRIS-enabled HR practices and the HRM performance, this study adopts Kendall’s tau-b correlation, one of the best approaches to measure the strength of the relationship. The important findings of this study are that HRIS-enabled HR transactional, traditional and transformational practices, when implemented appropriately, significantly impact the HRM performance. Specifically, this study confirms that HRIS-enabled HR traditional management practices such as performance management, rewards, career development and communication predominantly significantly impact the HRM performance. In other words, this study specifically encourages an organization to adopt comprehensive performance management systems (PMS), an important component of HRIS, to manage their employees effectively.

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Zápotočný, Matej. "Kritické faktory implementace a provozu personálních informačních systémů." Doctoral thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2020. http://www.nusl.cz/ntk/nusl-409525.

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This dissertation thesis identifies critical factors of implementation and operation service of Human Resource Information Systems with all its specifics. In detail, the lifecycle of the system is described, system elements and types of organizations that might use it. The thesis aimes at four hypotheses that try to confirm or reject the importance of usage of Human Resource Information Systems in companies of various sizes on Czech and Slovak market. The thesis also describes detailed feedback of company representatives in areas of benefits and usage of these systems and presents a list of critical factors that were discovered and confirmed during the preparation of the thesis and related research.

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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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Poutanen, H. (Hilkka). "Developing the role of human resource information systems for the activities of good leadership." Doctoral thesis, University of Oulu, 2010. http://urn.fi/urn:isbn:9789514261725.

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Abstract The research of the thesis is a human- and context-oriented qualitative study in the field of information systems (IS) discipline. The thesis has five research concepts: human resource information systems (HRIS), leadership, human resource management (HRM), tacit knowledge and emotional intelligence (EI). HRIS and leadership are two main concepts of the research, whereas HRM provides an application area and managerial activities of leadership for HRIS. Tacit knowledge and EI, for their part, are used to describe and interpret actions that make good leadership activities human, sensitive and successful. The theoretical framework of the thesis consists of two ideas, 1) when thinking and acting in the current way, what kind of information systems it produces, and 2) when thinking and acting in another way, what kind of information systems it creates. The framework has its base on thinking and acting in a conventional, routine and stereotyped way, which hinders the process of observing, finding out, applying and using alternative thoughts and actions although they might provide useful and innovative solutions or activities for IS design. The research has been carried out and accomplished using hermeneutic phenomenography as a research method to understand, interpret and to describe the phenomenon of the activities of good leadership and the phenomenon of the role of HRIS in the case organizations. As a result of the interviews, the good leaders’ main activity is to learn to know their employees. The essential finding is that the role of HRIS is partly unclear and even non-specific in organizations. The results indicate that the leaders do not use HRIS willingly. In their opinion HRIS do not serve or support their leadership activities. The use of HRIS is more a burden for them than a useful system. The data of HRIS benefits the managerial activities partly but does not benefit the human activities that the leaders have described and emphasized. Thus, a construct of hermeneutic phenomenography has been developed as a contribution to describe the research phenomena and to demonstrate how the role of HRIS could be developed for the activities of good leadership.

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Fisk, Barbara Susan. "The use of computerised personnel information systems by human resource specialists in the public sector." Thesis, City University London, 1993. http://openaccess.city.ac.uk/7416/.

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This thesis examines the development of human resource management in three UK public sectors local government, the health service and higher education. The focus of the study is the problem of the lack of use of computerised personnel information systems by personnel specialists to develop the human resource management function. The literature of strategic management, human resource management and the fit between them are reviewed together with the history and the development of personnel systems in the UK. Senior personnel practitioners and their organisations in the three sectors were evaluated with respect to the stage of development of organisational planning and the contribution made by personnel practitioners using questionnaires, and in-depth interviews. The backgrounds and management styles of the practitioners were examined in order to evaluate their perceptions of: human resource management, computer systems and organisational planning. The degree to which practitioners made use of their computerised information systems for administrative and strategic purposes and the problems they perceived were evaluated in order to judge their degree of evolution from 'traditional personnel practice' to 'human resource management'. The research findings indicated that, although there were are number of significant differences between the three sectors studied, these had little effect when considering the broad issues embedded in the six hypotheses. The evaluation of these hypotheses indicated that the practitioners were making substantial use of their systems for administrative but not for strategic purposes. The number of perceived forces discouraging use and development of computerised personnel information systems was found to outnumber the perceived encouraging forces and were aggregated into a forcefield diagram. Furthermore it was shown that most practitioners had not yet evolved into proactive human resource managers. Suggestions for 'best practice' with respect to choice, use and development of CPIS are provided.

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Books on the topic "Human resource information systems"

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G, Gueutal Hal, and Tannenbaum Scott I, eds. Human resource information systems: Development and application. Boston, Mass: PWS-KENT Pub. Co., 1990.

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O'Sullivan, Maria Olivia. Computerised human resource management systems: Emerging technologies for human resource practitioners. Dublin: University College Dublin, Graduate School of Business, 1998.

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Valcik, Nicolas A., Meghna Sabharwal, and Teodoro J. Benavides. Human Resources Information Systems. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-75111-1.

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Handbook of human resource information systems: Reshaping the human resource function with technology. New York: McGraw-Hill, 1993.

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Human resource information systems: Basics, applications, and future directions. 2nd ed. Thousand Oaks: SAGE, 2012.

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Unit, Massachusetts Human Resources Division Training. Introduction to human resource data in the information warehouse. Boston, MA: Human Resources Division, Training Unit, 1998.

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Massachusetts. Human Resources Division. Training Unit. Advanced human resource data in the Commonwealth's information warehouse. Boston, MA: Human Resources Division, Training Unit, 1999.

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

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

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Chanda, Ashok. Strategic human resource technologies: Keys to managing people. Thousand Oaks: Response Books, 2007.

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Book chapters on the topic "Human resource information systems"

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Roach, Charlene M. L. "Human Resource Information Systems." In Global Encyclopedia of Public Administration, Public Policy, and Governance, 1–8. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-31816-5_2735-1.

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Roach, Charlene M. L. "Human Resource Information Systems." In Global Encyclopedia of Public Administration, Public Policy, and Governance, 3113–20. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-20928-9_2735.

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Lannon, John. "Evaluating Online Human Rights Resource Centres." In Information Systems Development, 621–36. Boston, MA: Springer US, 2008. http://dx.doi.org/10.1007/978-0-387-78578-3_3.

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Guo, Hanwen, Ross Brown, and Rune Rasmussen. "Human Resource Behaviour Simulation in Business Processes." In Information Systems Development, 167–78. New York, NY: Springer New York, 2013. http://dx.doi.org/10.1007/978-1-4614-4951-5_14.

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Peretz, Hilla. "Information Technology Systems in the Human Resource Management Area." In Global Trends in Human Resource Management, 214–36. London: Palgrave Macmillan UK, 2013. http://dx.doi.org/10.1057/9781137304438_11.

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Cabanillas, Cristina, Alex Norta, Manuel Resinas, Jan Mendling, and Antonio Ruiz-Cortés. "Towards Process-Aware Cross-Organizational Human Resource Management." In Enterprise, Business-Process and Information Systems Modeling, 79–93. Berlin, Heidelberg: Springer Berlin Heidelberg, 2014. http://dx.doi.org/10.1007/978-3-662-43745-2_6.

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Yu, Yan-Hong. "The Influence of Human Resource Management Information System on Human Resource Management." In Advances in Computer Science and Education, 229–34. Berlin, Heidelberg: Springer Berlin Heidelberg, 2012. http://dx.doi.org/10.1007/978-3-642-27945-4_36.

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Susanto, Heru, Fang-Yie Leu, Chin Kang Chen, and Fadzliwati Mohiddin. "Human Resource Management Information System: The Challenges." In Managing Human Capital in Today’s Globalization, 119–36. Includes bibliographical references and index.: Apple Academic Press, 2019. http://dx.doi.org/10.1201/9780429457890-5.

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Atwater, D. M., E. S. Bres, L. S. Cecil, J. A. Nelson, R. J. Niehaus, and E. Rosasco. "Decision Information Support for a Comprehensive Retirement System Conversion." In Strategic Human Resource Planning Applications, 195–206. Boston, MA: Springer US, 1987. http://dx.doi.org/10.1007/978-1-4613-1875-0_16.

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Susanto, Heru, Fang-Yie Leu, Chin Kang Chen, and Fadzliwati Mohiddin. "Managing Information Systems for Human Resource Management: A Technological Evolution." In Managing Human Capital in Today’s Globalization, 57–83. Includes bibliographical references and index.: Apple Academic Press, 2019. http://dx.doi.org/10.1201/9780429457890-3.

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Conference papers on the topic "Human resource information systems"

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Hemt, F. S., Z. M. Al'bekova, and V. B. SHestan. "Information Systems in Human Resource Management." In Scientific Trends: Questions of exact and technical sciences. ЦНК МОАН, 2019. http://dx.doi.org/10.18411/sciencepublic-12-12-2019-09.

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"Implementing English Language e-HRM Systems: Effects on User Acceptance and System Use in Foreign Subsidiaries." In International Workshop on Human Resource Information Systems. SciTePress - Science and and Technology Publications, 2009. http://dx.doi.org/10.5220/0002172500180027.

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"How Can HRM Support Business Intelligence Systems?" In International Workshop on Human Resource Information Systems. SciTePress - Science and and Technology Publications, 2009. http://dx.doi.org/10.5220/0002220501390154.

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"Appropriation of Technologies What Role for the Organization?" In International Workshop on Human Resource Information Systems. SciTePress - Science and and Technology Publications, 2009. http://dx.doi.org/10.5220/0002171800030017.

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"An Integrated IT-Architecture for Talent Management and Recruitment." In International Workshop on Human Resource Information Systems. SciTePress - Science and and Technology Publications, 2009. http://dx.doi.org/10.5220/0002173700280038.

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"e-Recruitment: New Practices, New Issues An Exploratory Study." In International Workshop on Human Resource Information Systems. SciTePress - Science and and Technology Publications, 2009. http://dx.doi.org/10.5220/0002174100390048.

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"Generation Y & Team Creativity: The Strategic Role of e-HRM Architecture." In International Workshop on Human Resource Information Systems. SciTePress - Science and and Technology Publications, 2009. http://dx.doi.org/10.5220/0002175300590068.

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"Identifying the “Best” Human Resource Management Practices in India: A Case Study Approach." In International Workshop on Human Resource Information Systems. SciTePress - Science and and Technology Publications, 2009. http://dx.doi.org/10.5220/0002176400690083.

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"Electronic HRM: From Implementation to Value Creation." In International Workshop on Human Resource Information Systems. SciTePress - Science and and Technology Publications, 2009. http://dx.doi.org/10.5220/0002195900840097.

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"New e-HRM Typology: From Broadcasting towards Supply Chain Support." In International Workshop on Human Resource Information Systems. SciTePress - Science and and Technology Publications, 2009. http://dx.doi.org/10.5220/0002196000980105.

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Reports on the topic "Human resource information systems"

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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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DEPARTMENT OF DEFENSE WASHINGTON DC. Department of Defense Handbook: Human Engineering Guidelines for Management Information Systems. Fort Belvoir, VA: Defense Technical Information Center, September 1989. http://dx.doi.org/10.21236/ada240617.

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Roback, Edward. U.S. Department of Health and Human Services' automated information systems security program handbook. Gaithersburg, MD: National Institute of Standards and Technology, 1991. http://dx.doi.org/10.6028/nist.ir.4636.

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Dunleavy, G. J. Applied Research and Technical Insertion as a Function of Systems Integration and Modernization in the U.S. Army Information Systems Resource. Fort Belvoir, VA: Defense Technical Information Center, December 1988. http://dx.doi.org/10.21236/ada218303.

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Bruce P. Hallbert, J. J. Persensky, Carol Smidts, Tunc Aldemir, and Joseph Naser. Report from the Light Water Reactor Sustainability Workshop on Advanced Instrumentation, Information, and Control Systems and Human-System Interface Technologies. Office of Scientific and Technical Information (OSTI), August 2009. http://dx.doi.org/10.2172/974785.

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Gillen, Emily, Olivia Berzin, Adam Vincent, and Doug Johnston. Certified Electronic Health Record Technology Under the Quality Payment Program. RTI Press, January 2018. http://dx.doi.org/10.3768/rtipress.2018.pb.0014.1801.

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The 2016 Quality Payment Program (QPP) is a Medicare reimbursement reform designed to incentivize value-based care over volume-based care. A core tenet of the QPP is integrated utilization of certified electronic health record technology (CEHRT). Adopting and implementing CEHRT is a resource-intensive process, requiring both financial capital and human capital (in the form of knowledge and time). Adoption can be especially challenging for small or rural practices that may not have access to such capital. In this issue brief, we discuss the role of CEHRT in the QPP and offer policy recommendations to help small and rural practices improve their health information technology (IT) capabilities with regards to participation in value-based care. The QPP requires practices to have health IT capabilities, both as a requirement for a complete performance score and to facilitate reporting. Practices that are unable to implement CEHRT will have difficulty complying with the new reimbursement system, and will likely incur financial losses. We recommend monetary support and staff training to small and rural practices for the adoption of CEHRT, and we recommend assistance to help practices comply with the requirements of the QPP and coordinate with other small and rural practices for reporting purposes.

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Brophy, Kenny, and Alison Sheridan, eds. Neolithic Scotland: ScARF Panel Report. Society of Antiquaries of Scotland, June 2012. http://dx.doi.org/10.9750/scarf.06.2012.196.

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The main recommendations of the Panel report can be summarised as follows: The Overall Picture: more needs to be understood about the process of acculturation of indigenous communities; about the Atlantic, Breton strand of Neolithisation; about the ‘how and why’ of the spread of Grooved Ware use and its associated practices and traditions; and about reactions to Continental Beaker novelties which appeared from the 25th century. The Detailed Picture: Our understanding of developments in different parts of Scotland is very uneven, with Shetland and the north-west mainland being in particular need of targeted research. Also, here and elsewhere in Scotland, the chronology of developments needs to be clarified, especially as regards developments in the Hebrides. Lifeways and Lifestyles: Research needs to be directed towards filling the substantial gaps in our understanding of: i) subsistence strategies; ii) landscape use (including issues of population size and distribution); iii) environmental change and its consequences – and in particular issues of sea level rise, peat formation and woodland regeneration; and iv) the nature and organisation of the places where people lived; and to track changes over time in all of these. Material Culture and Use of Resources: In addition to fine-tuning our characterisation of material culture and resource use (and its changes over the course of the Neolithic), we need to apply a wider range of analytical approaches in order to discover more about manufacture and use.Some basic questions still need to be addressed (e.g. the chronology of felsite use in Shetland; what kind of pottery was in use, c 3000–2500, in areas where Grooved Ware was not used, etc.) and are outlined in the relevant section of the document. Our knowledge of organic artefacts is very limited, so research in waterlogged contexts is desirable. Identity, Society, Belief Systems: Basic questions about the organisation of society need to be addressed: are we dealing with communities that started out as egalitarian, but (in some regions) became socially differentiated? Can we identify acculturated indigenous people? How much mobility, and what kind of mobility, was there at different times during the Neolithic? And our chronology of certain monument types and key sites (including the Ring of Brodgar, despite its recent excavation) requires to be clarified, especially since we now know that certain types of monument (including Clava cairns) were not built during the Neolithic. The way in which certain types of site (e.g. large palisaded enclosures) were used remains to be clarified. Research and methodological issues: There is still much ignorance of the results of past and current research, so more effective means of dissemination are required. Basic inventory information (e.g. the Scottish Human Remains Database) needs to be compiled, and Canmore and museum database information needs to be updated and expanded – and, where not already available online, placed online, preferably with a Scottish Neolithic e-hub that directs the enquirer to all the available sources of information. The Historic Scotland on-line radiocarbon date inventory needs to be resurrected and kept up to date. Under-used resources, including the rich aerial photography archive in the NMRS, need to have their potential fully exploited. Multi-disciplinary, collaborative research (and the application of GIS modelling to spatial data in order to process the results) is vital if we are to escape from the current ‘silo’ approach and address key research questions from a range of perspectives; and awareness of relevant research outside Scotland is essential if we are to avoid reinventing the wheel. Our perspective needs to encompass multi-scale approaches, so that ScARF Neolithic Panel Report iv developments within Scotland can be understood at a local, regional and wider level. Most importantly, the right questions need to be framed, and the right research strategies need to be developed, in order to extract the maximum amount of information about the Scottish Neolithic.

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Razdan, Rahul. Unsettled Topics Concerning Human and Autonomous Vehicle Interaction. SAE International, December 2020. http://dx.doi.org/10.4271/epr2020025.

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This report examines the current interaction points between humans and autonomous systems, with a particular focus on advanced driver assistance systems (ADAS), the requirements for human-machine interfaces as imposed by human perception, and finally, the progress being made to close the gap. Autonomous technology has the potential to benefit personal transportation, last-mile delivery, logistics, and many other mobility applications enormously. In many of these applications, the mobility infrastructure is a shared resource in which all the players must cooperate. In fact, the driving task has been described as a “tango” where we—as humans—cooperate naturally to enable a robust transportation system. Can autonomous systems participate in this tango? Does that even make sense? And if so, how do we make it happen?

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Karam, Sofia, Morteza Nagahi, Vidanelage Dayarathna, Junfeng Ma, Raed Jaradat, and Michael Hamilton. Integrating systems thinking skills with multi-criteria decision-making technology to recruit employee candidates. Engineer Research and Development Center (U.S.), June 2021. http://dx.doi.org/10.21079/11681/41026.

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The emergence of modern complex systems is often exacerbated by a proliferation of information and complication of technologies. Because current complex systems challenges can limit an organization's ability to efficiently handle socio-technical systems, it is essential to provide methods and techniques that count on individuals' systems skills. When selecting future employees, companies must constantly refresh their recruitment methods in order to find capable candidates with the required level of systemic skills who are better fit for their organization's requirements and objectives. The purpose of this study is to use systems thinking skills as a supplemental selection tool when recruiting prospective employees. To the best of our knowledge, there is no prior research that studied the use of systems thinking skills for recruiting purposes. The proposed framework offers an established tool to HRM professionals for assessing and screening of prospective employees of an organization based on their level of systems thinking skills while controlling uncertainties of complex decision-making environment with the fuzzy linguistic approach. This framework works as an expert system to find the most appropriate candidate for the organization to enhance the human capital for the organization.

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Hossain, Niamat Ullah Ibne, Raed Jaradat, Seyedmohsen Hosseini, Mohammad Marufuzzaman, and Randy Buchanan. A framework for modeling and assessing system resilience using a Bayesian network : a case study of an interdependent electrical infrastructure systems. Engineer Research and Development Center (U.S.), April 2021. http://dx.doi.org/10.21079/11681/40299.

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This research utilizes Bayesian network to address a range of possible risks to the electrical power system and its interdependent networks (EIN) and offers possible options to mitigate the consequences of a disruption. The interdependent electrical infrastructure system in Washington, D.C. is used as a case study to quantify the resilience using the Bayesian network. Quantification of resilience is further analyzed based on different types of analysis such as forward propagation, backward propagation, sensitivity analysis, and information theory. The general insight drawn from these analyses indicate that reliability, backup power source, and resource restoration are the prime factors contributed towards enhancing the resilience of an interdependent electrical infrastructure system.

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