Relevant bibliographies by topics / Human resource planning Human Resources

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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 planning Human Resources'

Author: Grafiati
Published: 4 June 2021
Last updated: 6 February 2022

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Journal articles on the topic "Human resource planning Human Resources"

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Khumalo, Njabulo. "The role of human resource planning in producing well-resourced employees to public." Problems and Perspectives in Management 16, no. 4 (October 30, 2018): 117–25. http://dx.doi.org/10.21511/ppm.16(4).2018.11.

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The term Human Resource Planning (HRP) can be used to achieve organizational objectives by understanding and planning for employees’ needs in the short, medium and long term in order to deliver desired results. Little research that has been conducted on HRP and most are from the private sector and none to be found in the public sector. This study was conducted in the public institution in South Africa. The literature consulted provides an overview that HRP solves current and future organizational problems by ensuring that the right people are in the right place at the right time. This is achieved by analyzing the current profile of the workforce and comparing it with future needs so that gaps, which need to be filled, can be identified. The paper intended to investigate the extent to which employees are well-resourced to perform their duties in centres of the municipality to the community. The investigation used mixed methods in its data collection. 45 participants participated in responding the self-administered questionnaire and seven participated in one-on-one interviews. The study found that half of employees who are working for the centres of the municipality includes supervisors who lack educational attainments, as they hold only grade 12 and no development was initiated. The study recommended the whole the municipality to establish and implement a promotion policy. All necessary equipment and tools provided were insufficient, as required by the Act, to provide all services to the public.
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Jackson, Leonard A. "Enterprise resource planning systems: revolutionizing lodging human resources management." Worldwide Hospitality and Tourism Themes 2, no. 1 (February 2, 2010): 20–29. http://dx.doi.org/10.1108/17554211011012577.

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Dehghanan, Hamed, Saied Sehhat, Sayed Mojtaba Mahmudzadeh, and Maryam Zarandi. "Designing Model of the Human Resources Supply Chain (Thematic Analysis Method)." Journal of Social Sciences Research, no. 510 (October 5, 2019): 1396–418. http://dx.doi.org/10.32861/jssr.510.1396.1418.

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Human resource was the fundamental capitals and the source of transformation and innovation in organizations. One of the most crucial ways for attracting and retaining human resource was to create a productive process and supply chain. The human resource supply chain was an integrated approach to planning, locating and controlling human resource in different businesses, from human resource’s suppliers to replacing them in relevant jobs. According to the lack of supply chain of human resource in organizations, the importance of this issue was clear to everybody. After considering the sources extracted from databases, 136 sources were obtained as samples. In this research, the design of the supply chain human resource model was done by the qualitative research method of thematic analysis, and by studying the theoretical foundations and thematic literature. The process of thematic analysis was done manually and using MAXQDA software. The results of this research show that the human resource supply chains could be summed up in six main themes of organizational needs assessment, human resource planning, recruitment and selection, human resource improvement, performance evaluation, and human resource management. By integrating these themes with the components of the supply chain, the supply chain of human resources derived from theoretical literature can be achieve. Based on the theoretical foundations of the supply chain and human resources management, the following model was present. For the amount of credibility of the human resources supply chain pattern, a model derived from theoretical literature among seven experts in the field of human resources was presented and using the Delphi technique to present the final pattern of the chain Provision of human resources.
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Smith, Brian J., John W. Boroski, and George E. Davis. "Human resource planning." Human Resource Management 31, no. 1-2 (1992): 81–93. http://dx.doi.org/10.1002/hrm.3930310107.

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Sharplin, Arthur D. "HUMAN RESOURCE PLANNING." Journal of Business Strategy 5, no. 3 (January 1985): 90–93. http://dx.doi.org/10.1108/eb039077.

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Weber, Caroline L. "Book Review: Human Resources, Personnel, and Organizational Behavior: Human Resource Planning Employment and Placement." ILR Review 44, no. 1 (October 1990): 172–73. http://dx.doi.org/10.1177/001979399004400119.

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Mishra, Anjay Kumar. "Effectiveness of Organization through Effective Human Resource Planning and Leading." Journal of Advanced Research in HR & Organizational Management 06, no. 3&4 (December 10, 2019): 1–2. http://dx.doi.org/10.24321/2454.3268.201902.

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He, Jin Lian. "Data Analysis and Prediction on Chinese Industrial Economy and Human Resource Training." Advanced Materials Research 971-973 (June 2014): 2309–12. http://dx.doi.org/10.4028/www.scientific.net/amr.971-973.2309.

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The change is happening in Chinese economic system, and the adjustment of industrial resources also proposes higher requirement for human resource work; this paper discuses the improvement measures of human resource work from perspective of industrial structure. The planning about human resource development mainly includes general education and vocational development planning; the development planning shall be perspective and meet demand of industrial structure. Besides, this paper also proposes corresponding measures for optimization of human resources.
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Sutrisno, Andri, and Mudarris Mudarris. "Thematic Analysis: Human Resource Management in Verses of The Qur'an." Al-Insyiroh: Jurnal Studi Keislaman 7, no. 2 (September 19, 2021): 89–105. http://dx.doi.org/10.35309/alinsyiroh.v7i2.4991.

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Human resource management is a process of managing human resources or a potential within humans to realize desired goals in groups. In the Qur'an, it is explained that man is the creation of Allah Almighty. Who is perfect from other beings. Management science is part of the social film, so it is very closely related to human resources. The most influential actor in the management process is the man himself. So that human resource management becomes critical in success to achieve the goals aspired by each group. Islam is a religion that provides various solutions for human affairs, especially in the process of human resource management in its holy book, the Qur'an. Thus in this article, researchers use literature research that examines and analyzes books related to human resource management from the perspective of Quranic verses. So it can be concluded that in the management of human resources in the verses of the Qur'an, there are four processes, namely planning, selection and placement, development, and compensation.
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Sufriadi, Sufriadi. "The Effectiveness of Human Resource Planning on the Administration Staff." Jurnal Ilmiah Peuradeun 5, no. 1 (January 28, 2017): 115. http://dx.doi.org/10.26811/peuradeun.v5i1.162.

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This research aimed to determine the planning arrangement, the implementation effectiveness and the efforts to overcome the obstacles in the planning and implementing human resource planning on the administration staff at the Faculty of Education and Teacher Training of UIN Ar-Raniry Banda Aceh. Administration and human resource management are the capital of the development in which the purpose of it is to gain the improvement in all aspects. Human resources are very valuable that require a serious planning when adopted into an organization. Human resources are known as a crucial component, recognized as a universal element in the organization effectiveness and a key to a competitive profit source. Besides giving an excellent service to the society, the task of human resources is to complete all the programs or the activities related to the government policies that affect human welfare in positive ways. The research used the qualitative method with case study design because the focus of this research was the specific phenomenon, the human resource planning on the staff administration.
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Dissertations / Theses on the topic "Human resource planning Human Resources"

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Sehi, Tamara Grullon. "Human resource professionals' perception of human resources' value to senior management." CSUSB ScholarWorks, 1997. https://scholarworks.lib.csusb.edu/etd-project/1486.

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This study examines and describes the perceptions of human resource professionals about their contribution and that of their departments to strategic planning and management. Human resource leaders from organizations with five hundred or more employees in Southern California responded to this survey. The significance of this study is its potential to increase our understanding of the contribution of the human resource function to strategic planning.
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Aburawi, Izidean Musbah. "System dynamics modelling for human resource planning." Thesis, Sheffield Hallam University, 2005. http://shura.shu.ac.uk/19196/.

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The research undertaken in this thesis concerns the application of system dynamics to the field of Human Resource Planning (HRP). Human resource planning has been defined as the process whereby a company develops and deploys the right staff at the right places, at the right times to fulfil both organization and individual objectives. In this process staff are recruited and trained before they can contribute to an organisation's goals. Recruitment and training of new staff needs to be carefully planned to prevent staff shortages or staff surpluses. Such planning, in turn, very often makes use of models, and the aim of this research is to show that the application of system dynamics can be used to produce effective models for use in human resource planning. The models developed build on the Inventory and Order Based Production Control Systems (IOBPCS) work of Towill (1982) and extend the work of Hafeez (2000), who applied these IOBPCS ideas to skill pool modelling in human resource management. The models developed in this thesis provide companies with the means of producing optimum HRP strategies. In total four new models are developed: SKPM (basic Skill Pool Model), APSKPM (Automated Pipeline Skill Pool Model), APSKPM+(P+I), (Automated Pipeline Skill Pool Model plus Proportional and Integral controller), and a PPSKPM (Progression and Promotion Skill Pool Model). In each case the models are developed in terms of control parameters that relate to aspects of the human resource planning process that can be controlled by the human resource manager or decision maker. Using computer simulation the dynamic behaviour of the human resource systems represented by the models is determined over time for any given set of control parameters. By varying the parameters in a systematic way optimal models are produced to aid the decision maker. Any set of parameters represents an HRP strategy and, by using simulation, system dynamics can be seen to furnish optimal human resource planning policies for the decision maker. In the thesis the models are systematically tested with real data relating to the Libyan petrochemical industry. Data from two case companies are used in this testing. The case-company testing demonstrates that system dynamics can be used to create effective models for use in human resource planning and shows also the same relationship between control parameters that was found in the work of Towill and Hafeez.
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Delgado, S. José Victor. "Human resource planning in the Venezuelan oil industry." Thesis, University of Warwick, 1985. http://wrap.warwick.ac.uk/34799/.

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This dissertation presents the findings of a study of the effectiveness of the human resource planning in a large corporation working within the limitations of an underdeveloped country - Venezuela. Because the economy of Venezuela is heavily dependant on its oil industry the company PetrOleos de Venezuela S.A. was chosen for the detailed study. It was found that the system in use in the period 1980-81 was defective in that it did not address the serious medium and long term issues of manpower supply in a country seriously short of the skills needed. There was a lack of linkage between human resource planning and the corporation's long term objectives. Too much emphasis was being placed on quantitative, and too little on qualitative approaches to the problem. A new approach was developed to complement the existing shorter term quantitative approach. This involved a direct and active interaction with corporate planning. Within this framework a qualitative method of human resource planning was proposed and implemented. This method was approved by the Board and introduced within the Industrial Security function of the company in 1982. It has proved Its usefulness in defining the type of personnel required by the organization in the distant future. Since then the method has been adopted in two affiliates of the company and it is planned to introduce the method in a third affiliate in 1985.
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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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Benson, Victoria L. "Improving Employee Engagement through Strategic Planning by Human Resources Professionals." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4501.

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Turnover rates are climbing every year, with a lack of engagement cited as a top reason, costing employers money in lost productivity. Slightly over one-third of workers worldwide consider themselves engaged. Employers are at risk of losing top talent due to a lack of engagement. Business leaders need to adapt to changing engagement practices invoking human resources (HR) as a strategic business partner. This study focused on strategic planning tools HR leaders in used to increase employee engagement. Interviews with leaders in a small-sized cloud-based data storage company in the Southeast region of the United States, were analyzed to identify themes. The inclusion of Bandura's social cognitive theory to increase self-efficacy was evident in the research as an important technique to increase success. Face-to-face interviews were conducted with the top 2 leaders from a small-sized cloud-based data management company in Orlando, Florida. Data collected from interviews were transcribed and coded to analyze emerging themes. Three themes discovered as strategic planning tools were feedback, timeframe, and leadership. The results of this study could contribute to social change by assisting employers in understanding the value of a successful strategic plan for employee engagement in lowering turnover. Lowering turnover in the immediate Orlando, FL area leads to lowering unemployment throughout and outside of the state. When employers understand the relationship between engagement, leadership, and human capital can shift employee self-efficacy and increase job satisfaction. Involving HR at the ground floor of an organization can provide much-needed balance and personnel management to increase overall engagement, reduce turnover, and impact municipal and regional businesses.
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Busiony, Ismail Ali. "Strategic Human Resources Planning in American Industrial and Service Companies." Thesis, University of North Texas, 1988. https://digital.library.unt.edu/ark:/67531/metadc331523/.

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This study investigated the current practices of strategic human resources planning (SHRP) at large industrial and service companies in the United States and compared these practices with Walker's Four Stages of Human Resources planning model. The data for this study were collected from 130 industrial companies and 117 service companies listed in Fortune directories of the largest 500 industrial and largest 500 service companies in the United States. The study investigated also the impact of internal and external environmental factors on these companies' practices of SHRP. MANOVA, Factor Analysis, and Percentile Analysis were used as prime statistical methods in this study. Environmental factors studied were found to explain 78 per cent of the variances among large American companies. No significant difference was found between industrial and service companies in their SHRP practices. Significant improvements have taken place in large United States business corporations' practices of SHRP since the introduction of Walker's model (1974). These improvements took place in human resources information systems, forecasting human resource needs, human resource planning and development, and evaluation of SHRP projects, but the improvements were unbalanced. The improvements in corporate-centered SHRP activities were greater than the improvements in employee-centered SHRP activities. The reasons for unbalanced developments were explained and future directions were predicted. The findings of this study were compared to the findings of many recent studies in SHRP fields and future directions of the developments of SHRP were discussed. The conclusions of this study suggested that United States corporations are in need of balanced development in both employee-centered and corporate-centered SHRP. American companies are in need of advanced models to shape their practice in SHRP fields. Walker's model has been evaluated as the best available model. The study showed that mediumsized companies in the United States will benefit from SHRP and that they are able to pay the cost of SHRP projects. Several implications and recommendations for future studies and for business and educational institutions are listed.
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Chilvers, R. "Planning framework for human resources for health for maternal and newborn care." Thesis, London School of Hygiene and Tropical Medicine (University of London), 2014. http://researchonline.lshtm.ac.uk/2124342/.

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With approximately 1.3 billion births estimated to be taking place globally over a decade up to 2020, the demand for maternal and newborn health (MNH) workforce continues to be a key aspect of public health service delivery. Human resources for health (HRH) projection models can contribute the quantitative evidence required for policy design for education commissioning and distribution of skilled personnel. To date, HRH supply and requirement projection models have not been developed specifically for system-based subnational planning within maternal and newborn care. In addition, current methodologies are often limited to national level and have a professional silo approach to considering the workforce, with informing policy and planning as a secondary consideration. The aim of this thesis was to fill the gap through improved understanding of the role of HRH projections for policy and development of a new model for projecting the future MNH clinical teams with spatial equity and system perspective at the centre of the planning framework. The specific objectives were to • review the literature for strengths and limitations for current HRH planning and outline the main components of an evidence-informed MNH-HRH planning framework with relevance to subnational contexts and MNH systems • translate the main components into a working prototype as a spreadsheet-based model to estimate and MNH-HRH requirements and supply for each occupation • apply the MNH-HRH planning model in three countries from low to high income contexts and critique the implications for future research and development in this field. Following the construction of a new planning framework, a working prototype called the ‘MNH.HRH Planning App’ was developed. The spreadsheet-based model was applied using secondary data sources to England, Bangladesh, and Ethiopia which have varied health systems, levels of spatial disaggregation and HRH structures for MNH care. The thesis concludes by highlighting the implications of the new planning framework for the future development of a web-based MNH.HRH Planning App, potential for engaging policy-makers for evidence-informed planning and contributes to the wider discourse on the use of quantitative projection models for planning the future human resources for healthcare.
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Pierorazio, Michael. "Strategies for the Successful Management of Human Resource Planning in IT Projects." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6262.

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Information technology (IT) projects are often inadequately resourced with human talent. Researchers found that 70% of all IT projects worldwide fail. The purpose of this qualitative multiple-case study was to explore the strategies used for the successful management of the human resource planning of IT projects. Using purposeful sampling, 5 IT project managers and 5 IT directors from organizations located in the northeastern region of United States were selected for this study. The resource-based theory provided the conceptual framework. Data were collected using semistructured interviews conducted face-to-face and by telephone. For this study, data triangulation included project documents to strengthen the findings obtained from the 2 groups of participants. Categorization of findings involved the assessment of human capacity for the skills of the project, forecasting of project requirements, availability of resources, and securing project members. Four thematic categories emerged from the data analysis: common strategies employed for success, strategies employed in reaching success, strategies or factors identifying key barriers, and strategies that work best in managing. The implications of this study for positive social change include enhancing the social evolution of the organization by increasing the ability to hire more employees, reducing the unemployment rate, and benefiting society. The results of this study may provide benefits directly stimulating economic progress.
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Steingruber, William G. (William George). "Strategic International Human Resource Management: an Analysis of the Relationship between International Strategic Positioning and the Degree of Integrated Strategic Human Resource Management." Thesis, University of North Texas, 1996. https://digital.library.unt.edu/ark:/67531/metadc278946/.

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In Strategic International Human Resource Management (SIHRM), the human resource function is actively involved in the strategic activities of the firm. While the idea holds promise as a useful response to global competition, previous research has provided limited supporting empirical evidence. Specifically, few studies have sought to equate certain outcomes with the degree of SIHRM practiced across various types of international firms. By separating firms into categories such as multidomestic, global, and hybrid, and by classifying SIHRM according to the degree of integration with strategic planning, a clearer picture could emerge as to the relationship between firm and SIHRMtype. To that end, top strategic executives, such as CEOs, and top HRM executives from eighty four U.S. based firms were surveyed regarding their firm type, the degree of SIHRM practiced, and certain outcomes such as amount of expatriate training and expatriate failure. Additionally, financial results were obtained to determine performance of various firms. Results indicated that while many companies choose a highly integrated formof SIHRM, there is no significant relationship between firm type and SIHRMtype. Additionally, there was no association detected between SIHRMtype and expatriate training and expatriate failure. Finally, there was no significant difference infinancialperformance between firms with the most integrated type of SIHRMand firms with less integrated versions. Interestingly, the HRMprofessionals were more likely to equate their firms with the most integrated types of SIHRMthan were other managers. This may mean that the relationship between HRM and strategic planning is often one of perception. A model of the relationships between SIHRM, firm type, HRM activities, and outcomes is proposed, along with suggestions for future research and limitations of the study.
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Levy-Hecht, Evelyn S. "The Development of a professional identity in the human resource practitioner-in-training /." Access Digital Full Text version, 1987. http://pocketknowledge.tc.columbia.edu/home.php/bybib/10778299.

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Thesis (Ed. D.)--Teachers College, Columbia University, 1987.
Typescript; issued also on microfilm. Sponsor: Ellen Condliffe Lagemann. Dissertation Committee: Gary Natriello. Bibliography: leaves 135-143.
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Books on the topic "Human resource planning Human Resources"

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Schweiger, David M., and Klaus Papenfuß, eds. Human Resource Planning. Wiesbaden: Gabler Verlag, 1992. http://dx.doi.org/10.1007/978-3-322-83820-9.

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Management, Institute of Personnel. Human resource planning. London: Institute of Personnel Management, 1991.

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1956-, McBey Kenneth James, and McBey Kenneth James 1956-, eds. Strategic human resources planning. 4th ed. Toronto: Nelson Education, 2010.

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1956-, McBey Kenneth James, and McBey Kenneth James 1956-, eds. Strategic human resources planning. 3rd ed. Toronto: Thomson Nelson, 2007.

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1946-, Belcourt Monica Laura, ed. Strategic human resources planning. 2nd ed. Toronto: Thomson/Nelson, 2004.

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C, Kazanas H., ed. Planning and managing human resources: Strategic planning for human resources management. 2nd ed. Amherst, Mass: HRD Press, 2003.

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Strategic planning for human resources. New York: Pergamon, 1985.

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Canada. Employment and Immigration Canada (Commission). Human resource planning: An introduction. Toronto, Ont: Human Resources Development Branch, Employment and Immigration Canada, 1985.

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Niehaus, Richard J., ed. Strategic Human Resource Planning Applications. Boston, MA: Springer US, 1987. http://dx.doi.org/10.1007/978-1-4613-1875-0.

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Symposium on Strategic Human Resource Planning Applications (1985 University of Pennsylvania, Philadelphia, Pa.). Strategic human resource planning applications. New York: Plenum Press, 1987.

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Book chapters on the topic "Human resource planning Human Resources"

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Sheehan, Cathy. "Human Resources Planning." In Human Resource Management, 111–29. London: Macmillan Education UK, 2017. http://dx.doi.org/10.1057/978-1-137-52163-7_6.

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Sheehan, Cathy. "Human resources planning." In Human Resource Management in a Global Context, 127–48. London: Macmillan Education UK, 2012. http://dx.doi.org/10.1007/978-0-230-35885-0_7.

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Schweiger, David M., and Yaakov Weber. "Strategies for Managing Human Resources During Mergers and Acquisitions: An Empirical Investigation." In Human Resource Planning, 101–18. Wiesbaden: Gabler Verlag, 1992. http://dx.doi.org/10.1007/978-3-322-83820-9_10.

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Bratton, John, and Jeffrey Gold. "Human Resource Planning." In Human Resource Management, 121–43. London: Macmillan Education UK, 1994. http://dx.doi.org/10.1007/978-1-349-23340-3_5.

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Gold, Jeffrey. "Human resource planning." In Human Resource Management, 165–88. London: Macmillan Education UK, 1999. http://dx.doi.org/10.1007/978-1-349-27325-6_6.

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Burchill, Frank, and Alice Casey. "Human Resource Planning." In Human Resource Management, 1–19. London: Macmillan Education UK, 1996. http://dx.doi.org/10.1007/978-1-349-24806-3_1.

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Kispal-Vitai, Zsuzsa, and Geoffrey T. Wood. "HR planning." In Human Resource Management, 238–61. Second edition. | Abingdon, Oxon ; New York, NY : Routledge, 2019.: Routledge, 2018. http://dx.doi.org/10.4324/9781315299556-12.

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Nieto, Michael L. "Human Resources Audits and Planning." In An Introduction to Human Resource Management, 199–222. London: Macmillan Education UK, 2006. http://dx.doi.org/10.1007/978-0-230-21623-5_11.

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Schreiber, Carol T. "Introduction." In Human Resource Planning, 3–5. Wiesbaden: Gabler Verlag, 1992. http://dx.doi.org/10.1007/978-3-322-83820-9_1.

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Napier, Nancy K., Glen Simmons, and Kay Stratton. "Communication During a Merger: The Experience of Two Banks." In Human Resource Planning, 119–36. Wiesbaden: Gabler Verlag, 1992. http://dx.doi.org/10.1007/978-3-322-83820-9_11.

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Conference papers on the topic "Human resource planning Human Resources"

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Halim, Siti Sarah A., and Akram M. Zeki. "Manpower Model for Human Resource Planning Management." In 2012 International Conference on Advanced Computer Science Applications and Technologies (ACSAT). IEEE, 2012. http://dx.doi.org/10.1109/acsat.2012.28.

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Ng, T. S., H. C. Huang, and J. Y. Ng. "Human resource planning with worker attendance uncertainty." In 2008 IEEE International Conference on Industrial Engineering and Engineering Management (IEEM). IEEE, 2008. http://dx.doi.org/10.1109/ieem.2008.4737892.

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Rofaida, Rofi. "Increasing Tourism Industry's Competitiveness through Human Resources Planning." In 1st UPI International Conference on Sociology Education. Paris, France: Atlantis Press, 2016. http://dx.doi.org/10.2991/icse-15.2016.37.

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Charmonman, Srisakdi, and Somsong Chiraphadhanakul. "Computer human resource planning for a developing country." In the 1993 conference. New York, New York, USA: ACM Press, 1993. http://dx.doi.org/10.1145/158011.158248.

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Wu, Yanli. "Application of Markov-Model to Human Resource Planning." In 2010 International Conference on Internet Technology and Applications (iTAP). IEEE, 2010. http://dx.doi.org/10.1109/itapp.2010.5566529.

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Bingchun, Qu. "Building of Competency-Based Human Resource Strategic Planning." In 2010 International Conference on E-Business and E-Government (ICEE). IEEE, 2010. http://dx.doi.org/10.1109/icee.2010.948.

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Ahmad, Sajjad, and Slobodan P. Simonovic. "Modeling Human Behavior for Evacuation Planning: A System Dynamics Approach." In World Water and Environmental Resources Congress 2001. Reston, VA: American Society of Civil Engineers, 2001. http://dx.doi.org/10.1061/40569(2001)462.

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"Research on Human Resource Planning and Management of SMEs." In 2018 4th International Conference on Education, Management and Information Technology. Francis Academic Press, 2018. http://dx.doi.org/10.25236/icemit.2018.199.

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Kazakovs, Maksims. "Adoption of Human Resource Development Management Model for Group Planning." In 18th International Conference on Enterprise Information Systems. SCITEPRESS - Science and and Technology Publications, 2016. http://dx.doi.org/10.5220/0005912101990204.

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Eka Widjaja, Henry Antonius, Meyliana, Erick Fernando, Surjandy, A. Raharto Condrobimo, Denardo Grady, Bellarika Liejaya, and Mareta Puspa Siwi. "Analysis Measurement of Implementation Enterprise Resource Planning on Human Resource Management in University XYZ." In 2020 6th International Conference on Computing Engineering and Design (ICCED). IEEE, 2020. http://dx.doi.org/10.1109/icced51276.2020.9415764.

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Reports on the topic "Human resource planning Human Resources"

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Scales, Phyllis A., Donna S. Boston, Gordon O. Herron, Elizabeth S. Catalano, and Cecil D. Hassell. Human Resource Planning. Fort Belvoir, VA: Defense Technical Information Center, July 1995. http://dx.doi.org/10.21236/ada298614.

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Idris, Iffat. Increasing Birth Registration for Children of Marginalised Groups in Pakistan. Institute of Development Studies (IDS), July 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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Yaari, Menahem, Elhanan Helpman, Ariel Weiss, Nathan Sussman, Ori Heffetz, Hadas Mandel, Avner Offer, et al. Sustainable Well-Being in Israel. The Israel Academy of Sciences and Humanities, June 2021. http://dx.doi.org/10.52873/policy.2021.wellbeing-en.

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Well-being is a common human aspiration. Governments and states, too, seek to promote and ensure the well-being of their citizens; some even argue that this should be their overarching goal. But it is not enough for a country to flourish, and for its citizens to enjoy well-being, if the situation cannot be maintained over the long term. Well-being must be sustainable. The state needs criteria for assessing the well-being of its citizens, so that it can work to raise the well-being level. Joining many other governments around the world, the Israeli government adopted a comprehensive set of indices for measuring well-being in 2015. Since 2016, the Israel Central Bureau of Statistics has been publishing the assessment results on an annual basis. Having determined that the monitoring of well-being in Israel should employ complementary indices relating to its sustainability, the Ministry of Environmental Protection, the Bank of Israel, the Central Bureau of Statistics, and Yad Hanadiv asked the Israel Academy of Sciences and Humanities to establish an expert committee to draft recommendations on this issue. The Academy's assistance was sought in recognition of its statutory authority "to advise the government on activities relating to research and scientific planning of national significance." The Committee was appointed by the President of the Academy, Professor Nili Cohen, in March 2017; its members are social scientists spanning a variety of disciplines. This report presents the Committee's conclusions. Israel's ability to ensure the well-being of its citizens depends on the resources or capital stocks available to it, in particular its economic, natural, human, social, and cultural resources. At the heart of this report are a mapping of these resources, and recommendations for how to measure them.
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Vantassel, Stephen M., and Brenda K. Osthus. Safety. U.S. Department of Agriculture, Animal and Plant Health Inspection Service, November 2018. http://dx.doi.org/10.32747/2018.7208746.ws.

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Wildlife damage management (WDM) is an exciting field with many opportunities to provide solutions to the complex issues involved in human-wildlife interactions. In addition, WDM wildlife control operators (WCO) face a variety of threats to their physical well-being. Injuries can result from misused, faulty, or poorly maintained equipment, inexperience, mishandled wildlife, harsh weather, and dangerous situations, such as electrical lines. The goals of this publication are to: Develop an awareness of safety issues and adopt a mindset of “Safety First”, Review the major safety threats that WCOs face, Provide basic information for WCOs to protect themselves, and List resources for further information and training. Work in WDM poses many safety risks to those involved. Awareness, planning, and deliberate action can eliminate or reduce many threats. As the industry continues to develop, WCOs must keep up with new threats and safety practices to maintain their well-being. Following safe work practices helps to ensure WCOs remain on-the-job and injury free.
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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, April 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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Tweet, Justin S., Vincent L. Santucci, Kenneth Convery, Jonathan Hoffman, and Laura Kirn. Channel Islands National Park: Paleontological resource inventory (public version). National Park Service, September 2020. http://dx.doi.org/10.36967/nrr-2278664.

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Channel Island National Park (CHIS), incorporating five islands off the coast of southern California (Anacapa Island, San Miguel Island, Santa Barbara Island, Santa Cruz Island, and Santa Rosa Island), has an outstanding paleontological record. The park has significant fossils dating from the Late Cretaceous to the Holocene, representing organisms of the sea, the land, and the air. Highlights include: the famous pygmy mammoths that inhabited the conjoined northern islands during the late Pleistocene; the best fossil avifauna of any National Park Service (NPS) unit; intertwined paleontological and cultural records extending into the latest Pleistocene, including Arlington Man, the oldest well-dated human known from North America; calichified “fossil forests”; records of Miocene desmostylians and sirenians, unusual sea mammals; abundant Pleistocene mollusks illustrating changes in sea level and ocean temperature; one of the most thoroughly studied records of microfossils in the NPS; and type specimens for 23 fossil taxa. Paleontological research on the islands of CHIS began in the second half of the 19th century. The first discovery of a mammoth specimen was reported in 1873. Research can be divided into four periods: 1) the few early reports from the 19th century; 2) a sustained burst of activity in the 1920s and 1930s; 3) a second burst from the 1950s into the 1970s; and 4) the modern period of activity, symbolically opened with the 1994 discovery of a nearly complete pygmy mammoth skeleton on Santa Rosa Island. The work associated with this paleontological resource inventory may be considered the beginning of a fifth period. Fossils were specifically mentioned in the 1938 proclamation establishing what was then Channel Islands National Monument, making CHIS one of 18 NPS areas for which paleontological resources are referenced in the enabling legislation. Each of the five islands of CHIS has distinct paleontological and geological records, each has some kind of fossil resources, and almost all of the sedimentary formations on the islands are fossiliferous within CHIS. Anacapa Island and Santa Barbara Island, the two smallest islands, are primarily composed of Miocene volcanic rocks interfingered with small quantities of sedimentary rock and covered with a veneer of Quaternary sediments. Santa Barbara stands apart from Anacapa because it was never part of Santarosae, the landmass that existed at times in the Pleistocene when sea level was low enough that the four northern islands were connected. San Miguel Island, Santa Cruz Island, and Santa Rosa Island have more complex geologic histories. Of these three islands, San Miguel Island has relatively simple geologic structure and few formations. Santa Cruz Island has the most varied geology of the islands, as well as the longest rock record exposed at the surface, beginning with Jurassic metamorphic and intrusive igneous rocks. The Channel Islands have been uplifted and faulted in a complex 20-million-year-long geologic episode tied to the collision of the North American and Pacific Places, the initiation of the San Andreas fault system, and the 90° clockwise rotation of the Transverse Ranges, of which the northern Channel Islands are the westernmost part. Widespread volcanic activity from about 19 to 14 million years ago is evidenced by the igneous rocks found on each island.
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Karlstrom, Karl, Laura Crossey, Allyson Matthis, and Carl Bowman. Telling time at Grand Canyon National Park: 2020 update. National Park Service, April 2021. http://dx.doi.org/10.36967/nrr-2285173.

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Grand Canyon National Park is all about time and timescales. Time is the currency of our daily life, of history, and of biological evolution. Grand Canyon’s beauty has inspired explorers, artists, and poets. Behind it all, Grand Canyon’s geology and sense of timelessness are among its most prominent and important resources. Grand Canyon has an exceptionally complete and well-exposed rock record of Earth’s history. It is an ideal place to gain a sense of geologic (or deep) time. A visit to the South or North rims, a hike into the canyon of any length, or a trip through the 277-mile (446-km) length of Grand Canyon are awe-inspiring experiences for many reasons, and they often motivate us to look deeper to understand how our human timescales of hundreds and thousands of years overlap with Earth’s many timescales reaching back millions and billions of years. This report summarizes how geologists tell time at Grand Canyon, and the resultant “best” numeric ages for the canyon’s strata based on recent scientific research. By best, we mean the most accurate and precise ages available, given the dating techniques used, geologic constraints, the availability of datable material, and the fossil record of Grand Canyon rock units. This paper updates a previously-published compilation of best numeric ages (Mathis and Bowman 2005a; 2005b; 2007) to incorporate recent revisions in the canyon’s stratigraphic nomenclature and additional numeric age determinations published in the scientific literature. From bottom to top, Grand Canyon’s rocks can be ordered into three “sets” (or primary packages), each with an overarching story. The Vishnu Basement Rocks were once tens of miles deep as North America’s crust formed via collisions of volcanic island chains with the pre-existing continent between 1,840 and 1,375 million years ago. The Grand Canyon Supergroup contains evidence for early single-celled life and represents basins that record the assembly and breakup of an early supercontinent between 729 and 1,255 million years ago. The Layered Paleozoic Rocks encode stories, layer by layer, of dramatic geologic changes and the evolution of animal life during the Paleozoic Era (period of ancient life) between 270 and 530 million years ago. In addition to characterizing the ages and geology of the three sets of rocks, we provide numeric ages for all the groups and formations within each set. Nine tables list the best ages along with information on each unit’s tectonic or depositional environment, and specific information explaining why revisions were made to previously published numeric ages. Photographs, line drawings, and diagrams of the different rock formations are included, as well as an extensive glossary of geologic terms to help define important scientific concepts. The three sets of rocks are separated by rock contacts called unconformities formed during long periods of erosion. This report unravels the Great Unconformity, named by John Wesley Powell 150 years ago, and shows that it is made up of several distinct erosion surfaces. The Great Nonconformity is between the Vishnu Basement Rocks and the Grand Canyon Supergroup. The Great Angular Unconformity is between the Grand Canyon Supergroup and the Layered Paleozoic Rocks. Powell’s term, the Great Unconformity, is used for contacts where the Vishnu Basement Rocks are directly overlain by the Layered Paleozoic Rocks. The time missing at these and other unconformities within the sets is also summarized in this paper—a topic that can be as interesting as the time recorded. Our goal is to provide a single up-to-date reference that summarizes the main facets of when the rocks exposed in the canyon’s walls were formed and their geologic history. This authoritative and readable summary of the age of Grand Canyon rocks will hopefully be helpful to National Park Service staff including resource managers and park interpreters at many levels of geologic understandings...
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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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Saville, Alan, and Caroline Wickham-Jones, eds. Palaeolithic and Mesolithic Scotland : Scottish Archaeological Research Framework Panel Report. Society for Antiquaries of Scotland, June 2012. http://dx.doi.org/10.9750/scarf.06.2012.163.

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Why research Palaeolithic and Mesolithic Scotland? Palaeolithic and Mesolithic archaeology sheds light on the first colonisation and subsequent early inhabitation of Scotland. It is a growing and exciting field where increasing Scottish evidence has been given wider significance in the context of European prehistory. It extends over a long period, which saw great changes, including substantial environmental transformations, and the impact of, and societal response to, climate change. The period as a whole provides the foundation for the human occupation of Scotland and is crucial for understanding prehistoric society, both for Scotland and across North-West Europe. Within the Palaeolithic and Mesolithic periods there are considerable opportunities for pioneering research. Individual projects can still have a substantial impact and there remain opportunities for pioneering discoveries including cemeteries, domestic and other structures, stratified sites, and for exploring the huge evidential potential of water-logged and underwater sites. Palaeolithic and Mesolithic archaeology also stimulates and draws upon exciting multi-disciplinary collaborations. Panel Task and Remit The panel remit was to review critically the current state of knowledge and consider promising areas of future research into the earliest prehistory of Scotland. This was undertaken with a view to improved understanding of all aspects of the colonization and inhabitation of the country by peoples practising a wholly hunter-fisher-gatherer way of life prior to the advent of farming. In so doing, it was recognised as particularly important that both environmental data (including vegetation, fauna, sea level, and landscape work) and cultural change during this period be evaluated. The resultant report, outlines the different areas of research in which archaeologists interested in early prehistory work, and highlights the research topics to which they aspire. The report is structured by theme: history of investigation; reconstruction of the environment; the nature of the archaeological record; methodologies for recreating the past; and finally, the lifestyles of past people – the latter representing both a statement of current knowledge and the ultimate aim for archaeologists; the goal of all the former sections. The document is reinforced by material on-line which provides further detail and resources. The Palaeolithic and Mesolithic panel report of ScARF is intended as a resource to be utilised, built upon, and kept updated, hopefully by those it has helped inspire and inform as well as those who follow in their footsteps. Future Research The main recommendations of the panel report can be summarized under four key headings:  Visibility: Due to the considerable length of time over which sites were formed, and the predominant mobility of the population, early prehistoric remains are to be found right across the landscape, although they often survive as ephemeral traces and in low densities. Therefore, all archaeological work should take into account the expectation of Palaeolithic and Mesolithic ScARF Panel Report iv encountering early prehistoric remains. This applies equally to both commercial and research archaeology, and to amateur activity which often makes the initial discovery. This should not be seen as an obstacle, but as a benefit, and not finding such remains should be cause for question. There is no doubt that important evidence of these periods remains unrecognised in private, public, and commercial collections and there is a strong need for backlog evaluation, proper curation and analysis. The inadequate representation of Palaeolithic and Mesolithic information in existing national and local databases must be addressed.  Collaboration: Multi-disciplinary, collaborative, and cross- sector approaches must be encouraged – site prospection, prediction, recognition, and contextualisation are key areas to this end. Reconstructing past environments and their chronological frameworks, and exploring submerged and buried landscapes offer existing examples of fruitful, cross-disciplinary work. Palaeolithic and Mesolithic archaeology has an important place within Quaternary science and the potential for deeply buried remains means that geoarchaeology should have a prominent role.  Innovation: Research-led projects are currently making a substantial impact across all aspects of Palaeolithic and Mesolithic archaeology; a funding policy that acknowledges risk and promotes the innovation that these periods demand should be encouraged. The exploration of lesser known areas, work on different types of site, new approaches to artefacts, and the application of novel methodologies should all be promoted when engaging with the challenges of early prehistory.  Tackling the ‘big questions’: Archaeologists should engage with the big questions of earliest prehistory in Scotland, including the colonisation of new land, how lifestyles in past societies were organized, the effects of and the responses to environmental change, and the transitions to new modes of life. This should be done through a holistic view of the available data, encompassing all the complexities of interpretation and developing competing and testable models. Scottish data can be used to address many of the currently topical research topics in archaeology, and will provide a springboard to a better understanding of early prehistoric life in Scotland and beyond.
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Innovative Solutions to Human-Wildlife Conflicts: National Wildlife Research Center Accomplishments, 2010. U.S. Department of Agriculture, Animal and Plant Health Inspection Service, April 2011. http://dx.doi.org/10.32747/2011.7291310.aphis.

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As the research arm of Wildlife Services, a program within the U.S. Department of Agriculture’s (USDA) Animal and Plant Health Inspection Service (APHIS), NWRC develops methods and information to address human-wildlife conflicts related to agriculture, human health and safety, property damage, invasive species, and threatened and endangered species. The NWRC is the only Federal research facility in the United States devoted entirely to the development of methods for effective wildlife damage management, and it’s research authority comes from the Animal Damage Control Act of 1931. The NWRC’s research priorities are based on nationwide research needs assessments, congressional directives, APHIS Wildlife Services program needs, and stakeholder input. The Center is committed to helping resolve the ever-expanding and changing issues associated with human-wildlife conflict management and remains well positioned to address new issues through proactive efforts and strategic planning activities. NWRC research falls under four principal areas that reflect APHIS’ commitment to “protecting agricultural and natural resources from agricultural animal and plant health threats, zoonotic diseases, invasive species, and wildlife conflicts and diseases”. In addition to the four main research areas, the NWRC maintains support functions related to animal care, administration, information transfer, archives, quality assurance, facility development, and legislative and public affairs.
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