Relevant bibliographies by topics / Human resources management level of development

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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 resources management level of development'

Author: Grafiati
Published: 3 June 2025
Last updated: 31 July 2025

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Journal articles on the topic "Human resources management level of development"

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Wang, Meimei. "Management and communication contribute to the innovative development of human resource management —— engages employees through management communication." Journal of Education, Humanities and Social Sciences 2 (July 13, 2022): 359–64. http://dx.doi.org/10.54097/ehss.v2i.833.

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In modern enterprise management, the role of human resources can not be ignored, and the good job of human resource management has a positive role in improving the enthusiasm of employees.This paper first expounds the development situation of enterprise human resources management, then analyzes the problems existing in enterprise human resources management, and finally proposes to improve the level of enterprise through effective management communication, fully mobilize the enthusiasm of employees to participate in work.Combined with the actual situation of enterprise development, this paper p
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Miao, Bin. "Facing the Development of SMEs Based on Human Resources Management." Advanced Materials Research 268-270 (July 2011): 1909–12. http://dx.doi.org/10.4028/www.scientific.net/amr.268-270.1909.

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SMEs are important part of the national economy. The level of human resources management in an enterprise ultimately determines the competitiveness of enterprises and effective development and scientific and rational management of human resources is the key to the business success. Therefore, how to strengthen and improve the enterprise human resources management are the urgent issues in the development process of current enterprises. The article analyzes the prominent problems in SMEs’ human resources management from human resource perspective, taking Zhengzhou Wuhua Lamp Company for example.
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Öztırak, Mesut. "Training and Development in Human Resources Management." International Journal of Social Sciences 6, no. 26 (2022): 273–87. http://dx.doi.org/10.52096/usbd.6.26.16.

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Education as a general definition; in the behavior of the individual through his own life it is the process of bringing about desired changes. Teaching, planned and planned education carried out in a certain place and in a time period called the programmatic part. Based on these definitions, my concept of education is more we can say that it is comprehensive. Development, employment in the organization to increase the performance of the employee. Made by the management during the period from the start of the it includes all efforts related to activities. Training and development in organizatio
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JIEQIAN, ZHANG, and RUDNAK ILDIKO. "HUMAN RESOURCE MANAGEMENT IN CHINA UNDER ECONOMIC GLOBALIZATION." Journal Plus Education 35, no. 1 (2024): 89–103. http://dx.doi.org/10.24250/jpe/1/2024/zj/ri/.

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Economic globalization is the development characteristic and advantage of modern economy, especially the in-depth development of knowledge economy and people-oriented era, which has become the decisive factor of the world economy in the 21st century. In this context, competition among countries increasingly revolves around the quantity, quality and development level of human resources. This transformation has brought both opportunities and challenges to human resource management (HRM) in China. Economic globalization has prompted China's human resources management concepts to be re-examined an
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Buralova, Malika A., Ekaterina V. Novikova, and Movlatkhan Sh Khashagulgova. "ANALYSIS OF RISKS RELATED TO HUMAN RESOURCES AND RISKS OF HUMAN RESOURCE MANAGEMENT." EKONOMIKA I UPRAVLENIE: PROBLEMY, RESHENIYA 2/15, no. 155 (2025): 136–41. https://doi.org/10.36871/ek.up.p.r.2025.02.15.016.

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With the constant improvement and development of the economic level, modern methods of operation of enterprises are widely used. Human resource management and parameter optimization, being an important part of the enterprise’s economy, have a significant impact on improving social and economic levels. As the reform of the social and economic system continues to change, market competition is becoming increasingly fierce. In order to ensure the long-term development of a market economy, it is necessary to improve the management system of norms and rules, which will contribute to improving the ov
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Molchanov, Igor. "Healthcare Management: Role of Human Resources." Vestnik Volgogradskogo gosudarstvennogo universiteta. Ekonomika, no. 3 (December 2020): 77–87. http://dx.doi.org/10.15688/ek.jvolsu.2020.3.7.

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The importance of the material and technical base and financial resources for the development of the Russian health care system has been established. The availability of qualified specialists, doctors and nurses, plays a key role for the functioning of the industry. Training of personnel and provision of medical institutions with medical personnel at the level of regulatory requirements are among the main tasks of health development. The systematic approach, methods of induction and deduction, expert assessments in the study of the problems of staffing of healthcare organizations are applied.
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Kráľová, Katarína. "GREEN HUMAN RESOURCE MANAGEMENT PRACTICES IN THE CONTEXT OF SUSTAINABLE BUSINESS DEVELOPMENT." Sociálno-ekonomická revue 21, no. 2 (2023): 47–55. http://dx.doi.org/10.52665/ser20230205.

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Human resource management suggests that organizations that want to attract and in the future retain quality human resources for business with the goal of sustainable development must change the prevailing situation, especially now that human resources are consumed rather than developed. At the same time, green management of human resources was recently introduced as a response to changes at the social, economic and especially environmental level of the labor market and employment relations. Green human resources management is understood as an extension of strategic human resources management a
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Zarqan, Ince Ahmad. "Human Resource Development in the Era of Technology; Technology’s Implementation for Innovative Human Resource Development." Jurnal Manajemen Teori dan Terapan | Journal of Theory and Applied Management 10, no. 3 (2017): 217. http://dx.doi.org/10.20473/jmtt.v10i3.5967.

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Rapid changes in technology have affected businesses in an uncountable way, strength of a company can be measured based on the level of technology that implemented for the sake of efficiency, it posseses that the “technovation” (technology and innovation) is one of the key for improvement of human resource. Surely, it is a single important factor for a human resource management as an organization should be able to identify an improvement of its human resources. Thus, the primary purpose of the present paper is to analyze the current effects of technology on HR processes, consider the existing
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Suganthi, M., G. P. Raja, and C. Muthurasu. "Role of Human Resource Management in Education." Shanlax International Journal of Arts, Science and Humanities 12, S1-May (2025): 43–46. https://doi.org/10.34293/sijash.v12is1-may.8976.

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Human resource management in education is so important and carelessness may jeopardize it. In education, human resource management is set of practices and methods for the integration and maintenance of teaching and other staff in this institution so that they perform their task and achieve the goals for which they were created. It is because education personal’s are the principal agency through which educational goals as such, national development are attained. Rapid socio-economic development and efficient service delivery are the products of human resources. This is why this paper emphasised
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Mynzhanova, Gulzhakan, Nurlan Sailaubekov, and Dana Kunanbayeva. "The role of university faculty motivation in human resources development and university competitiveness growth." Problems and Perspectives in Management 16, no. 3 (2018): 92–101. http://dx.doi.org/10.21511/ppm.16(3).2018.08.

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The article aims to reveal the university rating by its faculty motivation, which has an impact on human resources development in higher education sector and raises the university competiveness level. To achieve the given goal, the researchers have developed a model for evaluating the university rating on faculty work motivation by assessing implementation of motivational factors in the university, their weight for determining its rating in comparison with the threshold value.The article examines blocks of motivational factors, such as material-monetary, material- non-monetary and non-material
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Dissertations / Theses on the topic "Human resources management level of development"

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

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This study investigated management development as a task of school managers by focusing on: • the need for a new education management development approach in South African schools; • the nature and scope of management development; • the international and national perspectives on the education management development practice; • current education management development activities in Gauteng schools; and • an education management development model for Gauteng schools. The literature study exposed the need for a new education management development approach in South African schools, the nature, sc
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Sommai, Prijasilpa Baker Paul J. "Perceptions of human resources development by accelerated rural development administrators." Normal, Ill. Illinois State University, 1994. http://wwwlib.umi.com/cr/ilstu/fullcit?p9510430.

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Thesis (Ph. D.)--Illinois State University, 1994.<br>Title from title page screen, viewed March 30, 2006. Dissertation Committee: Paul J. Baker (chair), John R. McCarthy, Larry D. Kennedy, Kenneth H. Strand. Includes bibliographical references (leaves 127-131) and abstract. Also available in print.
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Fanzutti, Arianna <1992&gt. "Danieli & c: management and development of international human resources." Master's Degree Thesis, Università Ca' Foscari Venezia, 2018. http://hdl.handle.net/10579/12469.

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The purpose of this dissertation is to analyse how a company can deal with international human resources. The first part explains internationalization, from its meaning to the illustration of the process itself. We will then disclose how the environment and resources available influence the results. The second part, so, will illustrate how differences affect human resources management, analysing, for example, cultural factors and economic factors. Successively, the elaborate will take into account how international human resources are treated. The last part will present the company Danieli & c
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Kropp, Richard P. "The development and validation of an evaluation model for a corporate human resource development department." Thesis, Boston University, 1988. https://hdl.handle.net/2144/38059.

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Thesis (Ed.D>)--Boston University<br>PLEASE NOTE: Boston University Libraries did not receive an Authorization To Manage form for this thesis or dissertation. It is therefore not openly accessible, though it may be available by request. If you are the author or principal advisor of this work and would like to request open access for it, please contact us at open-help@bu.edu. Thank you.<br>The purpose of this study was to develop a model for the evaluation of training programs offered within corporate settings most often focused on the management staff. The study is based on the notion that in
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Sapinski, Aleksander, and Agnieszka Knap-Stefaniuk. "Sustainable development and contemporary challenges in human resources management – selected aspects." Thesis, Sumy State University, 2015. http://essuir.sumdu.edu.ua/handle/123456789/43787.

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Enterprises that follow the path of sustainable development are called sustainable enterprises. Their activities are determined by sustainable management, an essential part of which is human resources management. Human resources have a vital role in the process of transforming enterprises into sustainable organizations. The most valuable part of that is sustainable personnel, that is highly qualified employees who understand and implement the rules of sustainable growth in the development of their work.
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Yung, Yee Lee. "Human resources development in Macau hotel industry : a case study." Thesis, University of Macau, 1996. http://umaclib3.umac.mo/record=b1636793.

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Guebuza, Anchia Nhaca. "Civil service reform and human resources management priorities in Mozambique." Thesis, University of the Western Cape, 2006. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_6831_1264385573.

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<p>This study focused on the developments of Civil Service Reform (CSR) in Mozambique, and the priority issues pertaining to human resources management in the country. This research investigation performed an assessment of the human resources management priorities and its effectiveness in civil service reform in the Government of Mozambique.</p>
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Christiananta, Budiman. "Human resources development in Indonesia : policies and practices in East Javan manufacturing industry." Thesis, University of Edinburgh, 1986. http://hdl.handle.net/1842/18785.

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Evans, Steven William. "Groundwater Level Mapping Tool: Development of a Web Application to Effectively Characterize Groundwater Resources." BYU ScholarsArchive, 2019. https://scholarsarchive.byu.edu/etd/7738.

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Groundwater is used worldwide as a major source for agricultural irrigation, industrial processes, mining, and drinking water. An accurate understanding of groundwater levels and trends is essential for decision makers to effectively manage groundwater resources throughout an aquifer, ensuring its sustainable development and usage. Unfortunately, groundwater is one of the most challenging and expensive water resources to characterize, quantify, and monitor on a regional basis. Data, though present, are often limited or sporadic, and are generally not used to their full potential to aid decisio
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Bopape, Solomon Tsekere. "Management development needs of library managers in South African university libraries regarding human resources management tasks and activities." Pretoria : [s.n.], 2001. http://upetd.up.ac.za/thesis/available/etd-10242005-090817/.

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Books on the topic "Human resources management level of development"

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Bolam, Raymond. The management of human resources at the level of school/local authorities and its role in school effectiveness. Organisation for Economic Co-operation and Development, 1995.

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R, Tracey William, ed. Human resources management & development handbook. 2nd ed. AMACOM, 1994.

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Tracey, William R. Human resources management & development handbook. 2nd ed. AMACOM, 1994.

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R, Tracey William, ed. Human resources management and development handbook. American Management Associations, 1985.

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Human Resources Development Council (Canada). The Human Resources Development Council and the Human Resources Development Branch. The Council, 1991.

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Ireland. Dept. of Enterprise and Employment., ed. Human resources development: White paper. Stationery Office, 1997.

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Martin, Vivien. Managing Projects in Human Resources, Training & Development. Kogan Page Publishers, 2006.

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Lupton, Tom. The human use of human resources: Implications for manager development. Manchester Business School, 1986.

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T, Venkateswara Rao, National HRD Network (India), and National HRD Conference (1987 : Madras, India), eds. Alternative approaches and strategies of human resources development. Rawat Publications, 1988.

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Engineering Associates (Cody, Wyo.). Shell Valley watershed plan, Level I study. Engineering Associates, 2010.

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Book chapters on the topic "Human resources management level of development"

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Codruta, Osoian, and Zaharle Monica. "Human Resources' Development Needs in Higher Education." In Strategic Human Resource Management at Tertiary Level. River Publishers, 2022. http://dx.doi.org/10.1201/9781003357223-12.

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Biloslavo, Roberto, and Max Zornada. "Development of a Knowledge Management Framework within the Systems Context." In Strategic Human Resource Management at Tertiary Level. River Publishers, 2022. http://dx.doi.org/10.1201/9781003357223-8.

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Chukwunonso, Franklyn. "The Development of Human Resource Management from a Historical Perspective and its Implications for the Human Resource Manager." In Strategic Human Resource Management at Tertiary Level. River Publishers, 2022. http://dx.doi.org/10.1201/9781003357223-6.

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Das, Saumendra, Udaya Sankar Patro, Tapaswini Panda, Sadananda Sahoo, and Hassan Refaat Hassan Badawy. "Management at Strategic Level and Sustainability." In Advances in Human Resources Management and Organizational Development. IGI Global, 2024. http://dx.doi.org/10.4018/979-8-3693-3470-6.ch010.

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This chapter presents a paradigm grounded on data that demonstrates how external factors compel a business to adopt a strategy-oriented approach to sustainably. It also explores how a firm may effectively react to these external factors by integrating durability into its operations. Furthermore, ensuring that the content of a firm's strategic leadership pieces is aligned helps to provide uniformity in the firm's representation of viability to different customers. Authority may perceive the dynamic nature of various external renewable energy drivers with apprehension. However, the system offers
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Cicerali, Eyyüb Ensari, and Lütfiye Kaya Cicerali. "Workplace Incivility as Low-Level Violence." In Advances in Human Resources Management and Organizational Development. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-2250-8.ch008.

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This chapter intends to inform the readers about workplace incivility, which is being rude to one's colleagues, with no apparent intention to harm. It is regarded as the basic level of counterproductive work behavior that might be tremendously injurious to an organization and its members. Not greeting subordinates, making sarcastic grimaces while talking with a coworker, and spreading rumors about the supervisor are few examples to incivility. The progenitors of workplace incivility research are two prominent organizational scientists from the USA, Lynne Andersson and Christine Pearson. They c
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Teixeira, Nuno Miguel Delicado, Rui Brites, Inês Lisboa, and Rosa Galvão. "Determinants of Portuguese Exporting Companies' Liquidity Levels." In Advances in Human Resources Management and Organizational Development. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-6684-5666-8.ch002.

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This paper aims to study the variables that influence, positively or negatively, treasury management and liquidity levels required for the normal working of the analyzed companies. It was concluded that several variables studied showed significant statistical relationships with the companies' liquidity level and types of relationships that matched the initial expectations of the study. Thus, the weight of retained net income plus non-cash expenses in total net assets; the Altman discriminant analysis Z score, representative of the level of companies' financing constraints; the size of total ne
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Raina, Rashmi, Anjali Sharma, and Naresh Mishra. "Practices, Challenges, and Deterrents in Workplace Wellbeing." In Advances in Human Resources Management and Organizational Development. IGI Global, 2024. https://doi.org/10.4018/979-8-3693-6079-8.ch007.

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Workplace well-being can be regarded as any combination of healthy workplace features that are involved in encouraging the healthy support at workplace, improve employee satisfaction, improve employee health as well as having an enthusiastic work culture. This chapter aims at understanding the various challenges and deterrents which cause hindrance to the well-being of an employee and to know the methods how an employee can tackle those at their own level in general and at organizational level in particular. Various scholarly articles which are published in reputed journals are being used to r
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Ferrari, Filippo. "Human Resource Management and Organizational Reliability." In Advances in Human Resources Management and Organizational Development. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-2250-8.ch003.

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In the International Strategic Management (ISM) field of research, a frequently studied problem is the impact of distance (both geographical and cultural) on organizational effectiveness and reliability. Furthermore, in multinational corporates, Human Resource Management practices play a fundamental role in order to provide peculiar skills to operators. In fact, in high reliability organizations (HROs), the operator is one who addresses operational issues, often far (hierarchically and physically) from the managerial level, alone or as part of a team. This article discusses issues related to 1
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Blow, Gretchen M., and Amy Sloan. "Leadership's Response to Change and the Influence Their Actions and Behaviors Have on Employees Throughout an Organizational Restructure." In Advances in Human Resources Management and Organizational Development. IGI Global, 2023. http://dx.doi.org/10.4018/979-8-3693-1380-0.ch016.

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Organizations in today's globalized world face challenges at unprecedented rates. Restructures are an important tool used to meet those challenges directly. Senior-level leaders spearheading restructures need to adjust quickly to change and be cognizant of the persuasive and biased atmosphere their actions and behaviors create for personnel. Change is a pervasive segment of business; those unwilling to adapt will continue applying antiquated techniques and fail to meet the needs of stakeholders. This chapter focuses on the influence senior-level leadership's actions and behaviors have on emplo
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Angelova, Radostina A. "Cross-Cultural Management of the European Textile and Clothing Industries." In Advances in Human Resources Management and Organizational Development. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-2250-8.ch011.

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The European textile and clothing industries are among the best examples for global level business. The communication between people with different customs and cultures, which occupy different levels of the hierarchy in any company, requires cross-cultural competence and management abilities. The aim of the present chapter is to apply Hofstede's model and its national cultural dimensions to show its applicability in the cross-cultural management of the European textile and clothing industries. Hofstede's cultural dimensions could be a very important starting point for the managers at all level
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Conference papers on the topic "Human resources management level of development"

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Paz, Marta, and Clara Vasconcelos. "BEYOND THE CLASSROOM: EMPOWERING LEARNERS IN BIO AND GEOETHICS WITH ENGAGING NON-FORMAL RESOURCES." In 11th SWS International Scientific Conferences on SOCIAL SCIENCES - ISCSS 2024. SGEM WORLD SCIENCE, 2024. https://doi.org/10.35603/sws.iscss.2024/s08/50.

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Recent decades have witnessed extraordinary scientific and technological advances which have profoundly impacted society in multiple dimensions, such as healthcare, agriculture, energy, natural resources exploitation, environmental conservation, georisks management, and digital communication, promoting better living conditions for all. However, alongside the benefits, humanity also faces growing challenges and dilemmas concerning planetary sustainability and human rights. For this reason, the call for scientific and ethical literacy has never been more critical, namely in the field of bio and
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Carbune, Natalia. "Human resources management and training of highperforming managers." In 4th Economic International Conference "Competitiveness and Sustainable Development". Technical University of Moldova, 2022. http://dx.doi.org/10.52326/csd2022.22.

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Arhem means an ajar system endowed with natural or artificial intelligence and consciousness, able to creatively generate the new and to be performant from a technical and economic point of view. Arhema can be natural or artificial, according to the nature of the intelligence at stake.Increasing the performance of an artificial archaemic structure – the robot – is done by increasing the level of intelligence, which brings it closer to the natural archer represented by the high-performance human element. In this way we reach artificial arhemies that perform performing operations after the progr
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Nguyen Thi Thanh, Dan. "SUSTAINABLE HUMAN RESOURCE MANAGEMENT IN FAMILY COMPANIES IN VIETNAM: PRACTICE AND SOME IMPLICATIONS." In International Conference on Political Theory: The International Conference on Human Resources for Sustainable Development. Bach Khoa Publishing House, 2023. http://dx.doi.org/10.51316/icpt.hust.2023.48.

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As the core content of corporate governance, sustainable human resource management is valued by managers to achieve the related purposes of ensuring the safety and sustainable development of corporate assets, especially for family businesses. The level of sustainable human resource management of the family business will directly influence the management level of the family business, even becoming a key indicator to measure the prosperity and decline of the family business. From this point of view, the article is mainly based on human resource management experiences in family businesses in the
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Khosroeva, Natalya, Larisa Mamsurova, Aida Begieva, and Zemfira Pashaeva. "Ecology, health, and human dynamics as dominants of innovative development." 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.yesa9674.

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The article is devoted to the problems of human resource management in the modern environment in the context of sustainable development of the region. The authors of the study suggest the need for a socio-economic policy in the North Ossetia-Alania and the Russian Federation, which will help to reduce the adverse effects of various environmental factors on human resources, demographics and health of the region. In conducting the study, the authors found that anthropogenic impacts lead to environmental problems of various kinds. The consequence of this is an increase in morbidity and natural lo
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Luong Dinh, Hai. "MODERNIZING VIETNAM’S HIGH-QUALITY HUMAN RESOURCES FOR SUSTAINABLE DEVELOPMENT." In International Conference on Political Theory: The International Conference on Human Resources for Sustainable Development. Bach Khoa Publishing House, 2023. http://dx.doi.org/10.51316/icpt.hust.2023.83.

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The key features and criteria for modernized high-quality human resources include: Firstly, being the quintessential part of national human resources; Secondly, having good physical and mental capability, capable of working intensively at an effective rate as well as creatively; Thirdly, having attained advanced degrees and professional qualifications; Fourth, having a sense of social, ethical and cultural responsibility suitable for modern society; Fifth, professionalism; Sixth, In terms of structure, or social composition, high-quality human resources include intellectuals, managers, busines
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FRÂNCU, Laurențiu Gabriel, Amza MAIR, Anna KANT, and Raluca VASILESCU. "HUMAN RESOURCES MANAGEMENT IN THE ORGANIZATION OF THE FUTURE." In International Management Conference. Editura ASE, 2022. http://dx.doi.org/10.24818/imc/2021/02.12.

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When it comes to today's requirements, performance, success and competitiveness are among the most important things to consider in order not only to solve the major difficulties it faces now, but also to assure development and advancement in the years ahead. The substance and quality of Human Resources Management, which has already achieved the rank of a main subject of theoretical and applied concerns in industrialized nations, is also becoming increasingly significant. It is possible to argue that an organization's competitive edge is derived from its employees. The new information society,
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Yoshino, Fumio. "DX AND HUMAN RESOURCES DEVELOPMENT IN JAPAN." In International Conference on Political Theory: The International Conference on Human Resources for Sustainable Development. Bach Khoa Publishing House, 2023. http://dx.doi.org/10.51316/icpt.hust.2023.84.

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"Ratio of mobile phone/Internet users to bank account holders in many Asian countries. Notable numbers include Hong Kong's high mobile payment rate of 97.9% and a significant bank account holder rate of 80.2% in Cambodia. These statistics provide insight into the varying levels of financial digitization in the region. Along with that, the 2019 B2C E-commerce Index shows Singapore as the leading country with a score of 97, emphasizing the country's strong e-commerce infrastructure. This has left Japan facing challenges in transforming traditional industries such as automobiles and electrical ap
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Secrieru, Iulian, and Angela Secrieru. "The impact of public expenditure management on respect for human rights." In International scientific conference "Development Through Research and Innovation" IDSC-2025. Academy of Economic Studies, 2025. https://doi.org/10.53486/dri2025.37.

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In the context of socio-economic challenges in the Republic of Moldova, the study of the impact of public expenditure management on human rights is particularly relevant, since the effectiveness of budget policy directly affects citizens' access to basic services. The analysis of budget priorities allows us to identify the extent to which the state implements its human rights obligations, including the right to education, health care and social protection. The findings of the study reflected in this article contribute to the development of recommendations for improving the transparency and acc
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Jašková, Dana. "Development of Human Capital Quality Based on Quantitative Indicators." In 6th International Scientific Conference – EMAN 2022 – Economics and Management: How to Cope With Disrupted Times. Association of Economists and Managers of the Balkans, Belgrade, Serbia, 2022. http://dx.doi.org/10.31410/eman.2022.145.

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Human capital represents the knowledge, skills and characteris­tics of an individual that facilitate the creation of personal, social and eco­nomic well-being. Measuring, analyzing and subsequently developing hu­man capital is a prerequisite for the region’s prosperity. Human capital is a set of human abilities and skills that has a direct impact on the potential of social activity. Measuring and monitoring human capital development is an important part of regional policy. This process is complex because hu­man capital is a qualitative characteristic of man. The links, correlations and causal
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Zouros, loannis, and Michael Glykas. "Business Process Re-Design Based on Human Resources Cost Analysis." In 10th International Scientific Conference ERAZ - Knowledge Based Sustainable Development. Association of Economists and Managers of the Balkans, Belgrade, Serbia, 2024. https://doi.org/10.31410/eraz.2024.323.

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Performance measurement and optimization in companies and organizations relies on techniques like process mining, focusing on the analysis of processes using event data. Process re-engineering is the process mining type that aims at improving existing processes. Here we conduct a case study in the medical management domain to discover process optimization and resource reallocation opportunities. We focus on human resource-related costs in different activity decomposition levels. Our findings reveal discrepancies between the actual activity costs and their equivalents. Our study underscores the
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Reports on the topic "Human resources management level of development"

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Pak, Kimchoeun, and David Craig. Accountability and Public Expenditure Management in Decentralised Cambodia. Cambodia Development Resource Institute, 2008. https://doi.org/10.64202/wp.38.200807.

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Cambodia is entering a new phase of decentralisation and deconcentration (D&amp;D), aiming to restructure sub-national administration, particularly at the provincial level. The reform seeks to establish unified provincial and district administrations accountable to both the central government and local populations, supported by transparent allocation of functions and funding. However, the mechanisms for achieving accountable fiscal relationships remain unclear, and provincial public finance arrangements are poorly understood. Drawing on three years of research within a broader study on sub-nat
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Silvestre, Maria Asuncion, Christian Edward Nuevo, Alfredo Jose Ballesteros, Joy Bagas, and Valerie Gilbert Ulep. Identifying and Addressing the Determinants of Stunting in the First 1000 Days: Review of Nutrition Governance Strategies and Implementation of the Philippine Plan of Action for Nutrition (PPAN) 2017–2022. Philippine Institute for Development Studies, 2023. http://dx.doi.org/10.62986/dp2023.05.

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This study reviewed public expenditures on nutrition (Annual Investment Plans [AIPs] and Gender and Development [GAD)] budgets) and evaluated the implementation of the Philippine Plan of Action for Nutrition (PPAN 2017–2022) at regional to barangay levels to examine whether current strategies and investments are directed toward cost-effective interventions. The delivery and management of nutrition-sensitive programs and interventions were also assessed by looking at the three dimensions of awareness, adoption, and accountability. Qualitative data collection through key informant interviews (KI
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Cormier, Renee, Margaret Brown, Diana Humple, William Merkle, David Press, and Kristen Dybala. Vulnerability assessment and conservation recommendations for the northern spotted owl in Marin County, California. National Park Service, 2024. http://dx.doi.org/10.36967/2303475.

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Vulnerability assessments are a common approach to identifying conservation priorities for species and informing resource management decisions by evaluating species? exposure (spatial extent and frequency/intensity) and sensitivity (whether and how a species will respond) to a threat. We assessed the vulnerability of the Northern Spotted Owl (NSO; Strix occidentalis caurina) in Marin County to eight distinct threats: 1) competition with Barred Owls (S. varia); 2) climate change; 3) wildfire; 4) sudden oak death (SOD); 5) other habitat loss/disturbance, specifically from urban development or fu
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West, George, Marco Velarde, and Alejandro Soriano. IDB-9: Operational Performance and Budget. Inter-American Development Bank, 2013. http://dx.doi.org/10.18235/0010526.

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In IDB-9 the Board of Governors of the Inter-American Development Bank (IDB) mandated the adoption of a results-based budgeting process (RBB) that would be aligned to and would help achieve the key performance targets of the Corporate Results Framework (CRF), as well as improve accountability and transparency. In addition, they mandated the use of a Balanced Score Card Performance Management System (BSC) that would incorporate the results from an External Feedback System (EFS). The Governors also requested that the Bank continue its efforts to improve organizational efficiency. The IDB has mad
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Soldano, Miguel, Michelle Fryer, Euric Allan Bobb, et al. Evaluation of the Results of the Realignment. Inter-American Development Bank, 2014. http://dx.doi.org/10.18235/0010579.

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The Realignment defined four key goals to respond to a perceived loss of Bank relevance and presence in LAC: sharpening sector focus and expertise, sharpening country focus, strengthening risk- and results-based management, and enhancing institutional efficiency. To achieve these goals, it proposed adjustments to the Bank's structure, processes, and human resources and incentives which included, among other things, the introduction of a new matrix organization, the delegation of additional responsibilities to country offices and project team leaders, the updating of operational and corporate p
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Journeay, M., J. Z. K. Yip, C. L. Wagner, P. LeSueur, and T. Hobbs. Social vulnerability to natural hazards in Canada. Natural Resources Canada/CMSS/Information Management, 2022. http://dx.doi.org/10.4095/330295.

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While we are exposed to the physical effects of natural hazard processes, certain groups within a community often bear a disproportionate share of the negative consequences when a disaster strikes. This study addresses questions of why some places and population groups in Canada are more vulnerable to natural hazard processes than others, who is most likely to bear the greatest burden of risk within a given community or region, and what are the underlying factors that disproportionally affect the capacities of individuals and groups to withstand, cope with, and recover from the impacts and dow
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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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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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Bhatia, A. Participatory Forest Management: Implications for Policy and Human Resources' Development in the Hindu Kush-Himalayas; Volume VI - Pakistan. International Centre for Integrated Mountain Development (ICIMOD), 2000. http://dx.doi.org/10.53055/icimod.358.

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Bhatia, A. Participatory Forest Management: Implications for Policy and Human Resources' Development in the Hindu Kush-Himalayas; Volume IV - India. International Centre for Integrated Mountain Development (ICIMOD), 2000. http://dx.doi.org/10.53055/icimod.357.

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