Relevant bibliographies by topics / Human resource motivation

Contents

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

Academic literature on the topic 'Human resource motivation'

Author: Grafiati
Published: 30 May 2022
Last updated: 31 July 2025

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Journal articles on the topic "Human resource motivation"

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Zeynep, GÜNER, GÜRDAL Hülya, HOROZOĞLU Emrullah, SARIYILDIZ Adnan, and ÇETİNER Turan. "Motivation in Human Resource Management." International QMX Journal 3, no. 11 (2024): 2232–42. https://doi.org/10.5281/zenodo.14253039.

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The link between Human Resources Management and motivation is a critical element that shapes the process of businesses effectively managing employees. Human resources management includes strategies and practices to increase employee commitment to work, optimize their performance, and direct them towards business goals. This study will reveal that highly motivated employees make positive contributions by focusing on the direct impact of motivation on business performance. Human resources and motivation management can face various challenges. The responsibility of managing various employee profi
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Vlasenko, Olga, and Mariia Sokolova. "EVALUATION OF ENTERPRISE HUMAN RESOURCES: THE THEORY BACKGROUND." Economics & Education 6, no. 1 (2021): 36–42. http://dx.doi.org/10.30525/2500-946x/2021-1-6.

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This article is devoted to the peculiarities of human resources evaluation in enterprises. The human resources evaluation has a special place in human resource management, because it allows you to identify the actual situation in an enterprise, find disadvantages and weaknesses in management, so that you can provide recommendations basing on its results. The main purpose of the study was to develop the theoretical principles for assessing human resources, which should establish the level of quantitative and qualitative characteristics in the terms of determining the state of motivation and eff
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Setyanti, Sri Wahyu Lelly Hana, and Diah Yulisetiarini. "Green human resource management and green creativity: Examining the role of green motivation in human resource management strategy." International Journal of Management and Sustainability 14, no. 2 (2025): 334–54. https://doi.org/10.18488/11.v14i2.4188.

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This study examines the influence of green Human Resource Management (HRM) practices on green creativity within Indonesia's banking sector, with a specific focus on the mediating role of green motivation in HRM strategy. Employing a quantitative approach, the research utilizes SmartPLS 3.0 software and Partial Least Squares Structural Equation Modeling (PLS-SEM) to test the proposed hypotheses and assess the indirect effect of green HRM on green creativity via green motivation. Data was collected from 200 banking sector employees using quota sampling. The results demonstrate that green HRM str
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Hood, Penelope J. "Human Resource Development: Motivation and Movement." Management in Education 15, no. 4 (2001): 19–25. http://dx.doi.org/10.1177/08920206010150040801.

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Burdbar Khan, Muhammad, and Naeem Nisar Sheikh. "Human resource development, motivation and Islam." Journal of Management Development 31, no. 10 (2012): 1021–34. http://dx.doi.org/10.1108/02621711211281807.

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Adianto, Dwi Priyo, and Widodo Widodo. "HUMAN RESOURCE PERFORMANCE IMPROVEMENT INTRINSIC MOTIVATION BASED MODEL AND SKILL VARIATION IN TERMS OF INFORMATION COMMUNICATION TECHNOLOGY." International Journal of Islamic Business Ethics 2, no. 3 (2017): 72. http://dx.doi.org/10.30659/ijibe.2.3.72-82.

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This study aims to test a research model in which the performance� of human resources is related to intrinsic motivation, skill variation and information com- munication tecnology. There are as many as 83 respondents who fill out and complete questionnaires about human resource performance, skills variation, intrinsic motivation and information comunication tecnology. Data collection methods by census. The higher the skill variation, the higher the skill variation, the higher the human resource performance, the higher intrinsic motivation, the higher the performance of the human resources perf
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Budi, Agung Prasetya, Suhud Usep, Sariwulan Tuty, and Nurjannah Siti. "The Effect of Motivation on Human Resource Performance." International Journal of Recent Research in Commerce Economics and Management 9, no. 2 (2022): 78–88. https://doi.org/10.5281/zenodo.6597437.

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<strong>Abstract:</strong> This study aims to determine the influence of the level of motivation on performance in the Inspectorate General (ITJEN) is the Government Internal Supervision Apparatus (APIP) within the Ministry of Education, Culture, Research and Technology (Kemendikbudristek). ITJEN Kemendikbudristek has a vital role in realizing the quality and accountable management of state university (PTN) governance.&nbsp; For this reason, it is essential to conduct research related to the audit performance produced by ITJEN and how the level of motivation affects what has a causality relati
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Lukankina, Yu I., and V. I. Menshchikova. "Human resource management using motivation and incentive tools." Entrepreneur’s Guide 17, no. 1 (2024): 56–62. http://dx.doi.org/10.24182/2073-9885-2024-17-1-56-62.

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In business practice, it is impossible to reassess the role of the personnel motivation and incentive system in a company, since it allows you to smooth out the main conflicts between an employee and an employer, meeting the needs and interests of both sides as much as possible. The importance of this area of management is also due to its close relationship with other areas of work with human resources — adaptation, loyalty and engagement, etc. This article reflects the processes of human resource management in the organization through the use of motivation and incentive tools. The methodologi
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Lestari, Tri Desi, and Safitrih Safitrih. "Pengaruh Pengembangan Sumber Daya Manusia dan Motivasi Kerja terhadap Kinerja Pegawai melalui Kepuasan Kerja." Management and Accounting Research Statistics 3, no. 2 (2023): 212–29. http://dx.doi.org/10.59583/mars.v3i2.57.

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This study aims to determine and analyze the influence of human resource development, and work motivation, on employee job satisfaction, to find out and analyze the influence of human resource development, and work motivation on employee performance, and to know and analyze the influence of human resource development and motivation on employee performance is mediated by job satisfaction.To implement these objectives, data collection techniques are used through observation, questionnaires and documentation, using path analysis methods.The results showed that the development of human resources a
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Dr., C. Chellappan Principal* N. Sathyanarayan Student R. Sudharsan Student. "HUMAN RESOURCE INFORMATION SYSTEM BASED ON GAMIFICATION." INTERNATIONAL JOURNAL OF ENGINEERING SCIENCES & RESEARCH TECHNOLOGY 6, no. 3 (2017): 57–61. https://doi.org/10.5281/zenodo.345694.

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A HRIS (Human resource information system) is a combination of system and processes that connects human resource management and information technology through HR software. Since every organization is made up of people, acquiring their services, motivation and self-engagement is lacking in employees as there is only 16% who are totally engaged in their work. This project aims to develop a web-based application which is capable of motivating the employees through “Gamification Environment ” it is a game-thinking and game mechanics in non-game scenarios such as business environment and processes
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Dissertations / Theses on the topic "Human resource motivation"

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Trifunovska, Kristina, and Robin Trifunovski. "Human Resource Management : motivation among emplyees in multinational corporations." Thesis, Högskolan Kristianstad, Sektionen för Hälsa och Samhälle, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-7849.

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Problem: Motivation is the number one problem facing businesses today. It is essential for employers to recognize what motivates employees in order to improve productivity and ensure the success of the company (Wiley, 1997). Even though employee motivation is a well researched topic, most studies have particularly focused on small domestic companies. Opportunities within MNCs and small companies are significantly different. Qualitative methods in the field of management is very limited, which the article by Cassell, Symon, Buehring and Johnson (2006) supports.  Purpose: The purpose of this dis
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Olsson, Ida, and Kimmy P. Strömberg. "Motivation i organisationer : Kan Strategisk Human Resource Management användas för att säkerställa motivation hos medarbetare?" Thesis, Högskolan Väst, Avd för företagsekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-16590.

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Under de senaste decennierna har kraven på organisationer att snabbt kunna anpassa sig till kunderna på sina respektive marknader ökat. Anpassningsförmågan är en avgörande faktor för att en organisation ska kunna behålla sin konkurrenskraftighet. I detta balansarbete mellan kortsiktigt kostnadssparande och långsiktigt intäktsgenererande är det av vikt för organisationer att verka för att behålla sina medarbetare samt att hålla dem motiverade till arbetet. Detta kan ses som att använda sin personalresurs på bästa sätt vilket är syftet med SHRM. Vårt syfte med rapporten var att undersöka motivat
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Elfman, Charlotte, and Elin Olofsson. "Strategic Human Resource Management : en strategi för att uppnå framgångsrika organisationer?" Thesis, Högskolan Väst, Avd för företagsekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-9626.

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Bakgrund: I dagens samhälle präglas organisationer av ekonomiska förändringar, detta genom globalisering, förändrade kundförhållanden och en ökad konkurrens. Organisationer behöver hela tiden förbättra sin konkurrenskraft genom att effektivisera sin verksamhet. Idag ses medarbetarna som organisationers viktigaste tillgång eftersom att de förser organisationer med viktiga källor för att bli konkurrenskraftiga. Strategic Human Resource Management (SHRM) är ett arbetssätt som handlar om att utforma HR-strategier som gör att medarbetarnas kunskap och kompetens bidrar till att nå organisationens öv
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Delcid, Natalie. "Organisationers påverkan på human resource management : En fallstudie över hotellkedjor i Kalmar." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-59801.

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Den är studien avser en fallstudie över tre olika hotell i Kalmar. I studien har det undersökts vilka organisatoriska faktorer som påverkar frontlinjepersonalen på ett hotell. Human resource management har varit det största fokuset i studien. Det studien har kommit fram till är att de tre största och viktigaste aspekterna hos Scandic Kalmar Väst, Kalmarsund hotell och First hotel Witt när det gäller HRM är organisationsstruktur, motivation och till sist gästvänlighet. Organisationsstrukturen påverkar huruvida ett hotell som tillhör en större kedja kan arbeta med HRM och därmed motivation. Moti
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Gebretsadkan, Feven, and Mahabad Minozada. "Belöningssystem - ett incitamentverktyg för att skapa motivation : En fallstudie av Sparbanken Rekarne." Thesis, Mälardalens högskola, Akademin för hållbar samhälls- och teknikutveckling, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-10345.

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Sammanfattning Datum:                               2010-08-30 Kurs:                           Kandidatuppsats i företagsekonomi, FÖA300, 15 hp Handledare:                 Carl G. Thunman Författare:                  Feven Gebretsadkan och Mahabad Minozada Titel:                                   Belöningssystem – ett incitament verktyg för att skapa      motivation. En fallstudie av Sparbanken Rekarne Syfte:                                  Syftet med denna uppsats är att beskriva vad belöningssystem innebär och anställdas uppfattning av belöningssystemet och dess inverkan på motivation i S
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Sha, Nadine. "A study of the relationship between job satisfaction and procedural justice experienced by employees in a brick manufacturing company and their organisational citizenship behavior." Thesis, University of the Western Cape, 2007. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_8294_1257933416.

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<p>The purpose of this study is to investigate and review literature that examines whether job satisfaction and procedural justice have a positive relationshipwith employees organisational citizenship behaviour in a brick manufacturing industry</p>
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Hu, Dawei, and Andrei Kehlmeier. "Recruiting the Right Junior Auditor : a Human Resource Perspective." Thesis, Högskolan Kristianstad, Sektionen för hälsa och samhälle, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-17541.

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Employee turnover has long been an issue within the audit profession and is generally considered to have a negative impact on auditing firms. As auditing firms rely on the skills and knowledge of their employees, the recruitment process is crucial in order to appoint candidates who will benefit the firm. Previous research has studied the turnover within audit firms, where the majority of the studies have focused on why employees choose to leave. While previous research mainly focuses on the individual’s perspective, the purpose of this thesis will be to explore how audit firms’ HR-departments
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Yao, Tianxiang. "Towards an understanding of Human resource management In Furniture Company." Thesis, Högskolan i Gävle, Avdelningen för ekonomi, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-7948.

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Aim: With today’s rapid economic development, human resource is the only major success in continuing operations. In fact, my parents are engaged in furniture retail industry in south of China, Guangzhou. In the company’s daily operations, we found a lot of issues about human resource management. Employee’s demission and training, and the negative attitude become major obstacles in the way of our company’s development. Through HRM study, I want to understand what factors affect staff movement behavior and loyalty to the company, in order to deal with the staff situation in the company more effi
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Löfgren, Jonna. "Human Resource Management i ett litet företag : Strukturerad som organisation eller familj?" Thesis, Stockholms universitet, Sociologiska institutionen, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-117554.

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Begreppet Human Resource Management, d.v.s. ledning av de mänskliga resurserna, har de senaste åren vuxit sig större. Detta beror bl.a. på att medvetenheten kring organisationer och hur man får anställda att öka produktiviteten har blivit större. Idag vet vi att de psykosociala faktorerna på en arbetsplats är av stor vikt för att få en ökad produktivitet och effektivitet. Före och under 30-talet ansåg forskare att människan drevs och motiverades av ackordslöner och andra belöningar. Idag vet vi bättre och företag som har ett HR-perspektiv arbetar aktivt för att skapa delaktighet, motivation, e
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Elm, Dana, and Rebecca Grindeland. "Strategic Human Resource Management : en kvalitativ studie om organisationens förmåga att behålla nyckelmedarbetare." Thesis, Högskolan Väst, Avd för företagsekonomi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-11146.

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Under de senaste decennierna har HRs roll förändrats inom organisationerna. Från att vara enlägre administrativ funktion har HR ökat i betydelse och anses idag vara en strategisk resurs,vilket har lett till att begreppet SHRM myntats. Inom SHRM återfinns rekrytering, hanteringav humankapitalet och bevarande aktiviteter. Fokus bör ligga på bevarandet av nyckelmedarbetaresom är viktiga för organisationens konkurrenskraft på arbetsmarknaden när det idag tillstor del är arbetstagarens marknad. Syftet med vår studie är att undersöka hur organisationeranvänder HR-funktionen för att locka nyckelmedar
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Books on the topic "Human resource motivation"

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1944-, Robbert Albert A., National Defense Research Institute (U.S.), and United States. Dept. of Defense. Office of the Secretary of Defense., eds. Differentiation in military human resource management. RAND, 1997.

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Human Resource Planning Society. Research Symposium. Human resource strategies for organizations in transition. Plenum Press, 1990.

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Pinks, Gregory J. Facilitating organizational commitment through human resource practices. Industrial Relations Centre, Queen's University, 1992.

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Champagne, Paul J. Motivating strategies for performance and productivity: A guide to human resource development. Quorum Books, 1989.

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Douglas, Kruse, and London School of Economics and Political Science. Centre for Economic Performance., eds. Motivating employee-owners in ESOP firms: Human resource policies and company performance. Centre for Economic Performance, London School of Economics and Political Science, 2004.

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Development, Massachusetts Bureau of Human Resource. Action plan for HRD. The Bureau, 1985.

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O'Dell, Carla S. People, performance, and pay: A full report on the American Productivity Center/American Compensation Association national survey of non-traditional reward and human resource practices. American Productivity Center, 1986.

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O'Dell, Carla S. People, performance, and pay: A full report on the American Productivity Center/ American Compensation Association National survey of non-traditional reward and human resource practices. American Productivity Center], 1987.

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Uwe, Kleinbeck, and Deutsche Forschungsgemeinschaft, eds. Work motivation. L. Erlbaum Associates, 1990.

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Baldoni, John. Great motivation secrets of great leaders. McGraw-Hill, 2005.

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Book chapters on the topic "Human resource motivation"

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Krisor, Susanna M., and Jens Rowold. "Motivation." In Human Resource Management. Springer Berlin Heidelberg, 2015. http://dx.doi.org/10.1007/978-3-662-45983-6_12.

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Krisor, Susanna M., and Jens Rowold. "Motivation." In Human Resource Management. Springer Berlin Heidelberg, 2013. http://dx.doi.org/10.1007/978-3-642-39152-1_12.

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Sharma, R. C., and Nipun Sharma. "Employee Motivation." In Human Resource Management. Routledge India, 2024. http://dx.doi.org/10.4324/9781032628424-18.

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Miebach, Bernhard. "Motivation und Produktivität." In Handbuch Human Resource Management. Springer Fachmedien Wiesbaden, 2016. http://dx.doi.org/10.1007/978-3-658-10239-5_2.

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Chesser, Jerald W. "Motivation." In Human Resource Management in a Hospitality Environment. Apple Academic Press, 2017. http://dx.doi.org/10.1201/9781315366517-10.

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Blank, Christiane. "Human Resource Management and Volunteer Motivation." In Social Entrepreneurship and Social Business. Gabler Verlag, 2012. http://dx.doi.org/10.1007/978-3-8349-7093-0_4.

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Theres, Christian. "Introduction and Motivation." In Antecedents and Consequences of Digital Human Resource Management. Springer Fachmedien Wiesbaden, 2021. http://dx.doi.org/10.1007/978-3-658-35116-8_1.

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Unsworth, Kerrie L., and Amy Tian. "Motivation and GHRM." In Contemporary Developments in Green Human Resource Management Research. Routledge, 2018. http://dx.doi.org/10.4324/9781315768953-2.

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Schneid, Thomas D., and Shelby L. Schneid. "Employee Motivation and Progressive Discipline." In Safety and Human Resource Law for the Safety Professional. CRC Press, 2019. http://dx.doi.org/10.1201/9780429202339-4.

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Schneid, Thomas D., and Shelby L. Schneid. "Employee Motivation and Progressive Discipline." In Safety and Human Resource Law for the Safety Professional. CRC Press, 2019. http://dx.doi.org/10.1201/9781315302713-4.

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Conference papers on the topic "Human resource motivation"

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Orujaliyev, Ramiz. "A RESEARCH REVIEW OF HUMAN RESOURCE EFFICIENCY AND EMPLOYEE MOTIVATION." In HUMANITIES AND SOCIAL SCIENCES: MODERN TRENDS IN A CHANGING WORLD. Premier Publishing, 2024. http://dx.doi.org/10.29013/mt-5.2024.3-12.

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Ke, BI, Li Qiuyan, and Cao Huan. "RESEARCH ON THE MOTIVATION, RISK AND COUNTERMEASURE OF HUMAN RESOURCE BUSINESS OUTSOURCING." In International Conference on Economics and Management Innovations. Assoc. Prof. Dr. Xiao-Guang Yue, 2018. http://dx.doi.org/10.26480/icemi.02.2018.13.17.

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Berger, Thomas. "Human Resource Risk Management Concepts." In 8th International Conference on Human Interaction and Emerging Technologies. AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1002796.

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The German Supervisory Board as intended by the German stock corporation act should not only supervise the Executive Board, but also be able to advise and steer it (not in day-to-day business, but strategically). As part of this task, the Supervisory Board needs adequate information on the risks the corporation faces, in all areas of business, e.g. finance, marketing or human resource. As strategic management is a core responsibility of the executive board and supervisory board and personnel risks are an essential part of strategy development and execution, information on the prevalence and se
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Patiro, Shine Pintor Siolemba, Wijanarko Wijanarko, and Stevi Stevi. "Transformational Leadership, Trust, and Motivation (Study of Government’s Human Resource Agencies in Indonesia)." In 2nd International Seminar on Business, Economics, Social Science and Technology (ISBEST 2019). Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.200522.012.

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Sinyuk, Tatiana, Mikhail Surzhikov, Anastasia Usenko, Natalia Kazimirova, and Mikhail Belov. "Praxeological aspects of employee motivation – the basis of SME strategy." 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.qscr5769.

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This study examines the relationship between the motivation system and the business strategy of micro, small and medium enterprises (MSMEs) in the context of the COVID-19 pandemic and post-pandemic, the purpose of the study is to analyze how the requirements and expectations of employees and business owners are changing in a pandemic, to identify a mechanism for embedding a motivation system in a business strategy and to present, on the example of practical experience, the impact of employee motivation on the achievement of strategic goals. A survey of the owners of MSMEs revealed that about 8
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Pleša, Josipa, and Renata Čupić. "Employee motivation and the role of managers: A case study of a Croatian financial consulting company." In Employment, Education and Entrepreneurship 2024. Faculty of Business Economics and Entrepreneurship, 2024. https://doi.org/10.5937/eee24028p.

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Advancements in technology and the challenges of economic science bring significant changes to the business environment. In this context, human resources play a crucial role in ensuring the competitiveness of a company. People management and resource development have become central topics, with a particular emphasis on various motivational theories that explain and encourage employee motivation from different professional perspectives. Motivation is a key element in promoting creativity, innovation, professional development, and employee retention within an organization. Therefore, employee mo
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Sulu Babaita, ISIAKA. "Motivation, Attitude to Work, and Monitoring of Employees in the Nigerian Work Environment." 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_hrmpd13.31.

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Curri-Memeti, Almira, and Diar Selimi. "GREEN HUMAN RESOURCE MANAGEMENT - PERFORMANCE MANAGEMENT AND EVALUATION." In Economic and Business Trends Shaping the Future. Ss Cyril and Methodius University, Faculty of Economics-Skopje, 2020. http://dx.doi.org/10.47063/ebtsf.2020.0034.

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The concern for the natural environment began a long time ago. Throughout the previous two decades, the globe appealed for proactive ecological management. The term eco- friendly or environmentally friendly is also widespread nowadays, relating to laws, activities, products, services etc., theatre having, minimal, reduced or not having negative impact on eco- systems and the environment. Environmental performance is the relationship between the organization and the environment. Current writing on environmental management recognizes that with a specific end goal to accomplish environmental sust
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Goranova, Penka. "CHALLENGES TO HUMAN RESOURCES MANAGEMENT IN AGRIBUSINESS." In AGRIBUSINESS AND RURAL AREAS - ECONOMY, INNOVATION AND GROWTH 2021. University publishing house "Science and Economics", University of Economics - Varna, 2021. http://dx.doi.org/10.36997/ara2021.123.

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World practice shows that human resources in agribusiness are subject to management and this is an extremely effective and useful way to combine with other resources of the company to achieve its goals. Moreover, when we talk about human resources, we mean the perspective of their development, while when we talk about staff, we mean the one available in an agricultural company. Human resource management is a targeted impact on the object "people" to transform their suitability and motivation on the product, on productivity, profitability, efficiency, market position, profit, growth. We can poi
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Bethere, Sanita, and Lasma Licite-Kurbe. "Challenges in human resource management in the culture industry in Latvia." In Research for Rural Development 2020. Latvia University of Life Sciences and Technologies, 2020. http://dx.doi.org/10.22616/rrd.26.2020.027.

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The culture industry and its human resources have been little researched in Latvia, yet research on the culture industry is important, because the industry makes a significant contribution to economic growth by promoting employment and the development of competitive regions. The culture industry encompasses libraries, folk art, theatre, music, museums, the creative industry and other sub-industries, yet in recent years those working in all the culture subindustries faced various challenges, including: a low remuneration and insufficient monetary and non-monetary bonuses, resulting in lower job
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Reports on the topic "Human resource motivation"

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Eng, Netra, and David Craig. Accountability and Human Resource management in Decentralised Cambodia. Cambodia Development Resource Institute, 2009. https://doi.org/10.64202/wp.40.200903.

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This working paper explores the complexities of accountability and human resource management (HRM) within Cambodia’s civil service, particularly in the context of decentralisation and deconcentration (D&amp;D) reforms. It critically examines how centralised control, politicisation, and neo-patrimonial governance structures undermine sub-national accountability and the effectiveness of HRM. Drawing on fieldwork, case studies, and literature review, the paper identifies key constraints such as non-meritocratic recruitment, low pay, fragmented donor modalities, and weak institutional capacity. Th
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Kruse, Douglas, Richard Freeman, Joseph Blasi, et al. Motivating Employee-Owners in ESOP Firms: Human Resource Policies and Company Performance. National Bureau of Economic Research, 2003. http://dx.doi.org/10.3386/w10177.

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Alonso, Pablo, and Agustina Schijman. IDB-9: Human Resources Processes. Inter-American Development Bank, 2013. http://dx.doi.org/10.18235/0010522.

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This evaluation assesses the implementation of Inter-American Development Bank (IDB, or Bank) commitments related to the human resources (HR) policies set out in the 2007 realignment and IDB-9. Under these commitments, the Bank is required to continue improving its organizational efficiency and capacity, building on the organizational model set forth in the 2007 realignment. This report is a preliminary review of the topic; next year's evaluation of the realignment by the Office of Evaluation and Oversight will explore issues of efficiency and efficacy in greater depth. The evaluation finds th
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Saxby, Peter. Non-financial incentives and their application to enhance motivation and productivity in mining industry employees. Edited by Ernesto Bonafé. University of Dundee, 2024. http://dx.doi.org/10.20933/100001307.

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The mining industry is experiencing challenges in attracting and retaining sufficient skilled employees to meet strategic aims and production objectives, despite offering relatively high financial incentives. Human resources management theory indicates that many factors contribute to employee motivation and job satisfaction, and that these in turn influence performance and employee turnover. Although financial rewards are recognised as major motivating factors in mining employee job satisfaction, non-financial motivators are also desired. This paper examines the use of non-financial incentives
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Mejía-Guerra, José Antonio, Christian Schuster, Magdalena Rojas Wettig, Kim Sass Mikkelsen, and Jan Meyer-Sahling. Managing National Statistical Offices Better: Evidence from a Survey of 13,300 National Statistical Office (NSO) Employees in 14 Latin American and Caribbean Countries. Inter-American Development Bank, 2023. http://dx.doi.org/10.18235/0005307.

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High-quality official statistics--from inflation to poverty rates--are essential for effective policymaking. Yet, little is known about the statistics officials who produce this statistical data. How competent are they at statistics? How motivated and ethical are they when producing statistics? And do National Statistical Offices (NSOs) manage them effectively? The answers are central to improving statistical capacity. Nonetheless, NSOs have not developed systematic measurement instruments to identify them. This pioneering publication addresses this gap. It presents the results of a survey of
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Bykova, Tatyana B., Mykola V. Ivashchenko, Darja A. Kassim, and Vasyl I. Kovalchuk. Blended learning in the context of digitalization. [б. в.], 2021. http://dx.doi.org/10.31812/123456789/4441.

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The realities of digitalization require changes in strategies for choosing educational technologies. The modern educational process is not possible without the use of digital technologies. Digital technologies have led to the arising and development of blended learning. However, its effectiveness is determined not only by technology. The human factor receives special attention in this direction. Analysis of the World Development Report 2016: Digital Dividends allows us to identify digital competence as a necessary condition for the successful use of digital technologies, and hence blended lear
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Tek, Muytieng, Sorsesekha Nok, and Phal Chea. Faculty Engagement in Cambodian Higher Education Internationalisation. Cambodia Development Resource Institute, 2022. https://doi.org/10.64202/wp.135.202212.

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Internationalisation is known to contribute to higher education development, particularly through the integration of international, inter-cultural or global dimensions into the purpose, functions, or delivery of higher education institutions (Knight 2004). Within this inter-connected world, higher education institutions are pressured to produce quality human resources with global citizenship characteristics. Students have benefited greatly from this process as they can have access to international/regional standards of education services and the opportunity to be exposed to other countries, pe
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Rankin, Nicole, Deborah McGregor, Candice Donnelly, et al. Lung cancer screening using low-dose computed tomography for high risk populations: Investigating effectiveness and screening program implementation considerations: An Evidence Check rapid review brokered by the Sax Institute (www.saxinstitute.org.au) for the Cancer Institute NSW. The Sax Institute, 2019. http://dx.doi.org/10.57022/clzt5093.

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Background Lung cancer is the number one cause of cancer death worldwide.(1) It is the fifth most commonly diagnosed cancer in Australia (12,741 cases diagnosed in 2018) and the leading cause of cancer death.(2) The number of years of potential life lost to lung cancer in Australia is estimated to be 58,450, similar to that of colorectal and breast cancer combined.(3) While tobacco control strategies are most effective for disease prevention in the general population, early detection via low dose computed tomography (LDCT) screening in high-risk populations is a viable option for detecting asy
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Veung, Naron, and Seyhah Ven. Exploring Insights into Vocational Skills Development and Industrial Transformation in Cambodia. Cambodia Development Resource Institute, 2021. https://doi.org/10.64202/wp.131.202110.

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Industrial development is central to Cambodia’s economic development as it plans to upgrade the country’s status to an upper-middle-income country by 2030 and to a high-income country by 2050. Equipping the workforce with the skills and competencies that match industrial needs requires a great deal of continuous efforts and resources. In this regard, this paper aims to look into the linkage between skills and transformation based on employers’ perspectives. It explores insights into how companies perceive and use the skills and qualifications of their employees to overcome changes in technolog
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Job Roles In the Social Sector. Indian School Of Development Management, 2022. http://dx.doi.org/10.58178/2209.1008.

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"The last three decades have witnessed a significant professionalization of the social sector across the world. This has been coupled with an increased appreciation of for-profit values of efficiency and effectiveness; adoption of human resource management (HRM) practices for talent management; and rapid development and increased complexity of social purpose organizations (SPOs). Despite the size of employment generated by the social sector, there has been no systematic and focused inquiry into the job roles and compensation of the sector employees. Academic literature, in particular, has paid
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