Relevant bibliographies by topics / Organization. Personnel management. Decision making

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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 'Organization. Personnel management. Decision making'

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

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Journal articles on the topic "Organization. Personnel management. Decision making"

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Bjørnstad, Anne Lise, and Pål Ulleberg. "Effects of trust, structure and processes on effectiveness in a military organization: exploring a moderated mediation model." Leadership & Organization Development Journal 42, no. 4 (March 5, 2021): 564–79. http://dx.doi.org/10.1108/lodj-06-2020-0255.

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PurposeThe purpose of this study is to better understand the consequences of trust between personnel at different hierarchical levels for organizational effectiveness. The authors aim to explore the direct effects and the interaction effects of trust with organizational structure and processes. The study focuses on military organizations and expands on models and research from this context.Design/methodology/approachSurvey data were collected from a Norwegian military exercise organization at two different hierarchical levels. The hypothesized relationships between the variables were tested using moderation and serial mediation analyses.FindingsTrust between personnel at different hierarchical levels was found to positively influence organizational effectiveness in terms of higher shared awareness of tasks and responsibilities, better information sharing and, in turn, better decision-making. A perceived flat organizational structure and decentralized processes were found to increase flexibility, an increase that in turn improved decision-making. Moderation analyses further suggested that trust between hierarchical levels could attenuate the negative effects of personnel's perception of their organization as hierarchical and centralized.Practical implicationsThe study’s results suggest that, at least in Norwegian military contexts, practitioners should be concerned with building trust between personnel at different hierarchical levels, flattening the organizational structure, and decentralizing processes to increase organizational flexibility and effectiveness.Originality/valueThe present study contributes to a better understanding of the role of trust between personnel at different hierarchical levels in the effort to achieve effective organizational structures and processes in military contexts.
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Kaklauskas, Artūras, Edmundas Kazimieras Zavadskas, and Jonas Šaparauskas. "KNOWLEDGE MANAGEMENT AND DECISION MAKING." Technological and Economic Development of Economy 10, no. 4 (December 31, 2004): 142–49. http://dx.doi.org/10.3846/13928619.2004.9637671.

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Knowledge management definitions are presented in the paper. The types of capital acknowledged by modern economics theory and their relationship to knowledge management are investigated. It is emphasized that recently organizations pay more attention to personnel, their knowledge management, but not to technologies, i.e. organizations realize that effective knowledge management is vital to effective existence of a company. Direct relation of knowledge management to decision making is analyzed.
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Nazarov, Azamat. "Scientific and methodological foundations of the influence of the social and psychological properties of the manager on managerial decisions." Общество и инновации 2, no. 4/S (May 20, 2021): 523–32. http://dx.doi.org/10.47689/2181-1415-vol2-iss4/s-pp523-532.

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The article describes the psychological characteristics of the decision-making process in management activities and the results of experimental work in this area, gives psychological advice to improve the efficiency of the management decision-making process. In the process of developing management decisions, the basics of the importance of personal qualities and features of the manager's business behavior are described. It is proved that the organizational and socio-psychological aspects of management make it possible to organize the manager's knowledge of the personnel management mechanisms, the action of the means that influence the behavior of the individual, the regulation and organization of the labor activity of subordinates. The development of effective solutions in the modern conditions of the economy of Uzbekistan is the basis for the competitiveness of products and the self-sufficiency of the organization in the market, the formation of rational organizational structures, the implementation of proper personnel policy and work, the regulation of social and political relations, and the creation of a positive image.
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Fardal, PhD, Harald, and Ann-Kristin Elstad, PhD. "Decision-making in crisis management of a serious digital incident: A garbage can approach." Journal of Emergency Management 18, no. 6 (November 1, 2020): 489–98. http://dx.doi.org/10.5055/jem.2020.0503.

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Managing crisis challenges the ability to make numerous decisions under great uncertainty. This study address the decision-making process, and how the mix of involved individuals, prior knowledge, and available decision-makers forms the decisions made during a crisis. A large-scale exercise with a cyberattack scenario was chosen as the study’s case. The organization studied have highly skilled crisis management personnel; however, they are not used to manage a large-scale cyber-attack scenario. The garbage can model (GCM) of Organizational Choice with a few modifications is used as the analytical framework in the study.
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Kondrat'ev, Dmitriy, Gamlet Ostaev, Guzaliya Klychova, Ayrat Valiev, and Bulat Ziganshin. "STOCHASTIC ANALYSIS AND OPTIMAL MANAGEMENT OF STAFF INCENTIVES IN A COMMERCIAL ORGANIZATION." Vestnik of Kazan State Agrarian University 16, no. 2 (August 5, 2021): 116–23. http://dx.doi.org/10.12737/2073-0462-2021-116-123.

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The article discusses the issues of research and assessment of the impact of quantitative parameters of material and social incentives for personnel on the financial results of the activities of commercial organizations, as well as issues of optimal management of these parameters. Stimulation of personnel acts as a tool that guides employees of the organization to achieve specific productive indicators of its activity that have value for the organization by strengthening the desired motives and reinforcing the required motivational structure in the team. Studying the influence of individual incentives on the motivation and performance of an organization is an important management task that provides information necessary for making decisions on improving the incentive system. Therefore, the paper substantiates the methodological tools for stochastic analysis, forecasting and programming the dependence of financial results of work on the quantitative values of individual stimulating factors based on the methods of regression and economic analysis, the index forecasting method. Also, a methodological toolkit for mathematical modeling and optimal decision-making on the prospective structure of quantitative parameters of the organization's personnel incentive system was developed on the basis of the obtained stochastic dependencies and linear programming methods. The article presents an example of mathematical formalization, practical implementation and economic interpretation of tools for stochastic analysis and optimal management of staff incentives based on the proceedings of an agricultural organization. The methods and tools for managing staff incentives described in the work can be used by business entities of various industries and spheres of activity when justifying the directions of restructuring the systems of motivation and incentives for personnel
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Foster, Mary Kuchta. "Making a tough personnel decision at Nova Waterfront Hotel." CASE Journal 12, no. 1 (January 4, 2016): 27–48. http://dx.doi.org/10.1108/tcj-06-2015-0014.

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Synopsis Laura Green, Director of Event Planning at the Nova Waterfront Hotel in Baltimore, had been through the hiring process many times. She was comfortable with Nova's selection and behavioral interviewing processes. They had only interviewed two candidates for the open senior event manager position, yet they had been discussing what decision to make for two and a half hours. Normally, these kinds of meetings wrapped up in 30 minutes with a clear consensus. Today, they were gridlocked, unable to agree on a path forward. Green suggested that they all “sleep on it.” They would get together first thing in the morning, when they were fresh, and decide what to do. Research methodology The data for this case were collected via personal interviews with employees of the hotel and from information on the company's website, other company resources, and publicly available information about the company. Only the hotel's name, parent company's name, and people's names have been disguised to protect the confidentiality and anonymity of the individuals. The author has no relationship to the host organization or protagonist. Relevant courses and levels This case is appropriate for an undergraduate or graduate course in Human Resources Management, Organizational Behavior, or Recruiting and Selection. Theoretical bases This case may be used to illustrate, analyze, and evaluate the selection process and interviewing approaches (e.g. behavioral interviewing). The importance of selection, best practices for selection, candidate assessment methods, best practices for candidate interviews, and common biases which affect the fairness of selection processes are reviewed.
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Highhouse, Scott, and Andrew Gallo. "Order Effects in Personnel Decision Making." Human Performance 10, no. 1 (March 1, 1997): 31–46. http://dx.doi.org/10.1207/s15327043hup1001_2.

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Malanchii, Mykola. "Development of the personnel management system of the State Border Guard Service of Ukraine." Public administration and local government 45, no. 2 (July 23, 2020): 196–203. http://dx.doi.org/10.33287/102036.

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The features of personnel management development of the State Border Guard Service of Ukraine are considered in the article. It is substantiated that the decisive role in the combat service of the State Border Service of Ukraine belongs to the system of personnel management. It is proved that the development of stable interaction of the elements of the system of personnel management of the State Border Guard Service of Ukraine is ensured due to the coordinated functioning in it of the following types of personnel management of the organization: traditional management of the organization based on the principle of unity; the administrative management of an organization that allows the appropriate management and management methods to be applied to it; self-organization, which is based on the active inclusion of different categories of military personnel in the process of making, making and implementing management decisions related to the organization of state border protection for one or another period of its protection; organizational and structural management aimed at ensuring the interconnection between the structural units within the State Border Guard Service of Ukraine. The application of this approach allows the State Border Guard Service of Ukraine to be considered most comprehensively as a state military organization and the development of an organizational personnel management system in it. The development of the personnel management system in the context of the institutional approach is considered.
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Stritch, Justin M., and Mogens Jin Pedersen. "The Apparent Locus of Managerial Decision Making and Perceptions of Fairness in Public Personnel Management." Public Personnel Management 48, no. 3 (December 21, 2018): 392–412. http://dx.doi.org/10.1177/0091026018819017.

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A topic that remains underexplored in public management research is how the appearance of a formal rule or policy as guiding personnel decisions may affect employee perceptions of organizational decision outcomes. In this article, we consider how the locus of decision making (e.g., the apparent source of a decision) affects perceptions of a decision’s fairness. We examine this question with three survey experiments using case vignettes, each describing a distinct personnel decision-making scenario. In each case vignette, we manipulate the locus of decision making (a single supervisor, a team of supervisors, or an organizational policy). We find heterogeneous effects across the three case vignettes. We conclude with a discussion of the implications and future directions for public management research.
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Coe, Charles K. "The MBTI: Potential Uses and Misuses in Personnel Administration." Public Personnel Management 21, no. 4 (December 1992): 511–22. http://dx.doi.org/10.1177/009102609202100407.

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The Myers-Briggs Type Indicator (MBTI) is a useful instrument for team building, strengthening communications, decision making, and for diagnosing organizational dysfunctions. The MBTI is, however, also misued if used for employee selection, or to unfairly stereotype. Misuses of the MBTI and not seeing the instruments' full potential in the organization, stem largely from inadquate training. Training in the MBTI should be expanded to teach how to typewatch, shadow integration, and how to use the MBTI to improve customer relations.
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Dissertations / Theses on the topic "Organization. Personnel management. Decision making"

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Chadwell, Jim F. "Strands of dreams an exploration into the personal experience of leadership and decision-making /." [Fort Worth, Tex.] : Texas Christian University, 2009. http://etd.tcu.edu/etdfiles/available/etd-10302009-113942/unrestricted/Chadwell.pdf.

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Lawrence-Fuller, Marilyn Susie. "The effect of perceived control on the decision to withdraw from an organization in an inequitable situation." CSUSB ScholarWorks, 2005. https://scholarworks.lib.csusb.edu/etd-project/2664.

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This project attempts to explain impulsive behavior which is described here as behavior that cannot be explained by a rational thought process. There will be a concentration on the direct relationship between perceptions of equity and the intention to quit.
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Gust, Jeffrey Allen. "Assessment centers and group decision making: Substituting the arithmetic mean for the traditional consensus discussion." CSUSB ScholarWorks, 1998. https://scholarworks.lib.csusb.edu/etd-project/1813.

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Dookeran, Debra. "Perceived Organizational Support: Self-Interested or Other-Interested?" Digital Archive @ GSU, 2006. http://digitalarchive.gsu.edu/managerialsci_diss/15.

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A new research model of Perceived Organizational Support (POS) was proposed and tested. This model proposed that moral reasoning would moderate the relationships between six justice constructs and POS. The six justice constructs were distributive justice for self, coworkers, and employees in general as well as procedural justice for self, coworkers, and employees in general. The model was tested using two studies. Study 1 consisted of 284 students at a large southeastern university, while Study 2 was comprised of 215 employees from multiple organizations. The hypothesized relationships of the model were tested using hierarchical moderated regression analysis. Overall, while the results were consistent with most prior research, there was no support for the moderating role of moral reasoning that was proposed. The findings and implications of both Study 1 and 2 are discussed. Directions for future research are also suggested.
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Frank, Adam Harrison. "Inclusive Deliberation (ID): A Case Study Of How Teachers Experience The Decision-Making Process For Change Initiatives Within A School Committee." Miami University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=miami1573900707645968.

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Pastel, Teague A. "Marine Corps leadership empowering or limiting the strategic corporal? /." Quantico, VA : Marine Corps Command and Staff College, 2008. http://handle.dtic.mil/100.2/ADA490868.

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Neilan, Lourdes T. "Design and Implementation of a Data Model for the Prototype Monitor Assignment Support System." Thesis, Ft. Belvoir Defense Technical Information Center, 1994. http://handle.dtic.mil/100.2/ADA288467.

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Lai, Hoi-yuen Hilary. "A study of decision-making : recent theoretical perspectives in educational administration /." Hong Kong : University of Hong Kong, 1998. http://sunzi.lib.hku.hk/hkuto/record.jsp?B20135956.

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Bettesworth, Leanne Rae. "Administrators' use of data to guide decision-making /." view abstract or download file of text, 2006. http://proquest.umi.com/pqdweb?did=1192187491&sid=1&Fmt=2&clientId=11238&RQT=309&VName=PQD.

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Thesis (Ph. D.)--University of Oregon, 2006.
Typescript. Includes vita and abstract. "This study builds on an emerging body of research literature that sites the importance of data driven decision-making in creating more effective schools ... The purpose of this study is to determine if participation in training sessions that teach pre-service administrators how to use statistics significantly increases their ability and efficacy in using data for decision making ... Findings from this study will inform training, instruction, and practical applications in data analysis and data based decision-making in the Initial Administrative Licensure (IAL) program at the University of Oregon and similar leadership training and preparation programs"--Introd. Includes bibliographical references (leaves 154-160). Also available for download via the World Wide Web; free to University of Oregon users.
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Fryer, Anthony Raymond. "Effective secondary principal decision-making during crisis situations." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2013. http://hdl.handle.net/10722/198880.

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These qualitative case studies explore the experiences of leaders of local and international secondary schools in Hong Kong. The research questions guiding this study centre on Principal leadership during times of crisis and sought to explore how crisis was managed effectively and how if faced with a similar crisis could be improved. The author was interested in finding a similarity between the participant’s responses and whether external influences may have played a significant part their decision-making. The study also explores the relationship of leadership under crisis communication between Principal and staff and Principal and parents. The primary focus of this research is to understand if there was anything learnt during these crisis experiences among the participants as they relate to leadership development. The analysis of data resulted in the emergence of six primary themes: 1) the impact and extent of effective decision making under crises, 2) the quality of leadership after crisis experience and the ensuing consideration of what leadership means, 3) the role of teachers and administrators throughout the crisis, 4) the experiences related to improved leadership development and 5) correct communication among stakeholders, parents, students and staff. These themes were synthesized into three areas of discussion. First, the experiences and perspectives of the participants offer a unique, first hand, framework for exploring what leadership means in a time of crisis. Second, these same experiences begin to shed new light on the role of Principals in times of crisis. Third, the participants’ reflections on experiences related to leadership development provide a bridge between the ideas related to how leadership is learned and how these experiences become meaningful during times of crisis. The results reflect a need for further qualitative research into Principal crisis leadership as well as the opportunity to further examine the leadership role of educational leaders in crisis situations.
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Books on the topic "Organization. Personnel management. Decision making"

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U.S. Customs Service. Office of Enforcement. Office of Enforcement: Organizational decision making. [Washington, D.C.?]: U.S. Customs Service, 1992.

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U.S. Customs Service. Office of Enforcement. Office of Enforcement: Organizational decision making. [Washington, D.C.?]: U.S. Customs Service, 1992.

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U.S. Customs Service. Office of Enforcement. Office of Enforcement: Organizational decision making. [Washington, D.C.?]: U.S. Customs Service, 1992.

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1949-, Jago Arthur G., ed. The new leadership: Managing participation in organizations. Englewood Cliffs, N.J: Prentice Hall, 1988.

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People-focused knowledge management: How effective decision making leads to corporate success. Amsterdam: Elsevier Butterworth Heinemann, 2004.

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Buller, Paul F. Managing organizations and people: Cases in management, organizational behavior, and human resource management. 7th ed. Mason, Ohio: Thomson/South-Western, 2006.

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Business decisions, human choices: Restoring the partnership between people and their organizations. Westport, Conn: Quorum, 1996.

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Images of organization. Beverly Hills: Sage Publications, 1986.

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Images of organization. San Francisco, Calif: Berrett-Koehler Publishers, 1998.

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Images of organization. 2nd ed. Thousand Oaks, Calif: SAGE, 1997.

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Book chapters on the topic "Organization. Personnel management. Decision making"

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Meesters, Kenny. "Crisis Information Management: From Technological Potential to Societal Impact." In The New Common, 153–59. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-65355-2_22.

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AbstractEvery day we are making decisions, both in our personal and professional lives. These decisions range from choices regarding our mode of transport to our daily grocery shopping, and from investment decisions to choices about marketing strategies. Today, for each of these decisions, we can rely on a wide range of information sources and tools to aid us in these decision-making processes. Spurred on by technical developments and economic incentives, information has become a common commodity in our society. When confronted with a crisis, we find ourselves in an unexpected and unknown situation in which quick action is needed to remedy the situation or prevent escalation. In such cases, information plays a vital role, for example, in assessing our options and reducing uncertainty. Information allows decision makers to assess the situation, evaluate alternatives, and coordinate efforts between different stakeholders, for example. The phrase “information saves lives,” commonly uttered in crisis responses, exemplifies this importance. Neverheless, existing approaches to getting information may no longer be sufficient, reliable, or even accessible. A crisis therefore requires all stakeholders, from formal responders to affected citzens, to quickly re-design their information flows using an effective organization of people, technology, processes, and sources.
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Fulop, Liz, Stephen Linstead, Simon Lilley, and Rodney J. Clarke. "Decision making in organizations." In Management and Organization, 667–708. London: Macmillan Education UK, 2009. http://dx.doi.org/10.1007/978-1-349-92292-5_15.

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Laihonen, Maarit. "Decision Making and Power." In Anarchism, Organization and Management, 85–97. First Edition. | New York: Routledge, 2020.: Routledge, 2020. http://dx.doi.org/10.4324/9781315172606-10.

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Kontogiannis, Tom, and Stathis Malakis. "Decision-Making." In Cognitive Engineering and Safety Organization in Air Traffic Management, 107–44. Boca Raton : CRC Press, Taylor & FrancisGroup, 2017.: CRC Press, 2017. http://dx.doi.org/10.1201/b22178-4.

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Geisler, Eliezer, and Ori Heller. "Organization and Decision Making in MMT." In Management of Medical Technology, 131–62. Boston, MA: Springer US, 1998. http://dx.doi.org/10.1007/978-1-4615-5519-3_7.

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Marle, Franck, Marija Jankovic, and Hadi Jaber. "Reshuffling collaborative decision-making organization using a Decision-Decision MDM." In Risk and change management in complex systems, 127–36. München: Carl Hanser Verlag GmbH & Co. KG, 2014. http://dx.doi.org/10.3139/9781569904923.013.

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Weyman, Andrew, and Rachel O’Hara. "Decision-Making at the Front Line." In Critical Perspectives on the Management and Organization of Emergency Services, 200–216. New York, NY : Routledge, 2019. | Series: Routledge critical studies in public management: Routledge, 2019. http://dx.doi.org/10.4324/9781315104447-12.

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Guo, Chunxiang, Ruili Shi, and Zhiyong Zhou. "The Identification of Recessive Community Organization in Group Decision Making." In Proceedings of the Eighth International Conference on Management Science and Engineering Management, 241–52. Berlin, Heidelberg: Springer Berlin Heidelberg, 2014. http://dx.doi.org/10.1007/978-3-642-55182-6_22.

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Arendt, J. S., D. J. Campbell, M. L. Casada, and D. K. Lorenzo. "An Assessment of the Risk to Plant Personnel and the Public from Petroleum Refinery Accidents." In Uncertainty in Risk Assessment, Risk Management, and Decision Making, 491–509. Boston, MA: Springer US, 1987. http://dx.doi.org/10.1007/978-1-4684-5317-1_39.

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Kontogiannis, Tom, and Stathis Malakis. "Organizational Decision Making in Managing Work Trade-offs: A Resilience Approach." In Cognitive Engineering and Safety Organization in Air Traffic Management, 369–90. Boca Raton : CRC Press, Taylor & FrancisGroup, 2017.: CRC Press, 2017. http://dx.doi.org/10.1201/b22178-14.

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Conference papers on the topic "Organization. Personnel management. Decision making"

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Rodrigues, Matilde A., Pedro M. Arezes, and Celina P. Leão. "Risk Decision: Main Constraints and Approaches." In ASME 2012 International Mechanical Engineering Congress and Exposition. American Society of Mechanical Engineers, 2012. http://dx.doi.org/10.1115/imece2012-88354.

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The key factor in risk management process is the risk acceptance decision. However, it is not an easy task since different approaches can be adopted. In Portugal, it is unknown how companies decide in relation to the risk acceptance of the occupational risks and on the need to implement risk reduction measures. Building on these facts, this work aims to analyze how Portuguese organizations make their decisions concerning occupational accident risk and the main constraints to the decision process, and to identify the most appropriate approach to be applied. The questionnaire Risk Decision Analysis was developed and applied on a sample of Portuguese Occupational Health & Safety Professionals. The results show that the type of OHS services was the main factor that influenced the risk analysis activities and the type of risk assessment, namely in relation to quantitative risk assessments: the in-house OHS personnel use more quantitative risk assessments than the external consultants. Both qualitative and quantitative criteria need to be considered, but quantitative criteria are preferred in relation to qualitative criteria. In relation to risk measures used, the risk matrix is the most used to evaluate the risks of particular activities and risk rates for evaluating the safety performance of organizations. The study also shows that ALARP principle is the best approach to be applied in decision-making process on occupational risk. In general, the study emphasized the need of guidelines that helps in acceptance criteria formulation.
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Fluker, Joy, and Meg Coffin Murray. "Transforming Communications in the Workplace: The Impact of UC on Perceived Productivity in a Multi-national Corporation." In InSITE 2017: Informing Science + IT Education Conferences: Vietnam. Informing Science Institute, 2017. http://dx.doi.org/10.28945/3714.

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[This Proceedings paper was revised and published in the Interdisciplinary Journal of Information, Knowledge, and Management (IJIKM)] Aim/Purpose: Unified Communications (UC) is touted as a technology that will transform business communication. While positive claims abound, the factors of UC attributable to its success have yet to be identified. By examining how users perceive UC impacts productivity, this study aids organizations in making better decisions regarding investments in and usage of communications technologies. Background: Unified Communications integrates disparate communications and information sharing applications into a single platform. The promise of UC is that it will revolutionize the workplace by providing a more synchronized fit between the way people communicate and the technology they use. Methodology: Through case study research conducted within a large multinational corporation (the Hewlett Packard Company), this study investigated the impact of UC on productivity. Interview narratives were examined using an open coding technique to capture individual perceptions of productivity. Further, to assess the role UC plays in facilitating relationship building and its connection to productivity, participant responses were mapped to the key factors of technology that influence relationships within an organization as identified by Dillon and Montano (2005). Contribution: This research contributes to studies on the impact of UC on productivity in the workplace. Findings: UC was found to increase personal productivity, remove communication barriers, and create a more positive work environment. Recommendations for Practitioners : The findings of this study will aid organizations in making investment decisions as they evolve their business communications strategy. Impact on Society : Unified Communications will play an increasingly important role as people adapt to the evolving digital world through which they communicate and collaborate. Future Research: Little research exists that examines the impact of UC within an organization. Additional research investigating the use of UC in a variety of business sectors is needed.
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Fan, Wei, and Lushan Pan. "Implicit Multi-Dimension Fit Assessment in Personnel Selection Decision-Making Process." In 2010 International Conference on Management and Service Science (MASS 2010). IEEE, 2010. http://dx.doi.org/10.1109/icmss.2010.5578125.

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Mammadova, Masuma, Zarifa Jabrailova, and Sabina Nobari. "Application of TOPSIS method in decision-making support of personnel management problems." In 2012 IV International Conference "Problems of Cybernetics and Informatics" (PCI). IEEE, 2012. http://dx.doi.org/10.1109/icpci.2012.6486485.

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Oktavia, Tanty, Ford Lumban Gaol, Takaaki Hosoda, and Arsyan Syahir. "Sport Science Model to Support the Professional Sports Organization Decision Making." In 2020 International Conference on Information Management and Technology (ICIMTech). IEEE, 2020. http://dx.doi.org/10.1109/icimtech50083.2020.9211238.

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Shrivastav, Harshada, and Elif Kongar. "Information Overload in Organization: Impact on Decision Making and Influencing Strategies." In 2021 IEEE Technology & Engineering Management Conference - Europe (TEMSCON-EUR). IEEE, 2021. http://dx.doi.org/10.1109/temscon-eur52034.2021.9488649.

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Danilenko, A. N. "Developing methods and algorithms for a decision-making intellectual support in personnel management systems." In Information Technology and Nanotechnology-2015. Image Processing Systems Institute, Russian Academy of Sciences, Samara, Russia, Samara State Aerospace University, Samara, Russia, 2015. http://dx.doi.org/10.18287/1613-0073-2015-1490-381-388.

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Chao Zhang and Gang Zong. "Notice of Retraction: Team decision making of scientific research organization based on knowledge managemen." In 2010 IEEE International Conference on Advanced Management Science (ICAMS). IEEE, 2010. http://dx.doi.org/10.1109/icams.2010.5553100.

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Piontkevich, Nadezhda, and Ekaterina Shatkovskaya. "The Role of Information Support for Managerial Decision-Making in Improving Financial Stability of an Organization." In International Conference on Economics, Management and Technologies 2020 (ICEMT 2020). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.200509.014.

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Huizhang Shen, Jidi Zhao, Huanchen Wang, and Ying Peng. "Benchmarking service quality from the inside and outside of a service organization by group decision-making." In Proceedings of ICSSSM '05. 2005 International Conference on Services Systems and Services Management, 2005. IEEE, 2005. http://dx.doi.org/10.1109/icsssm.2005.1499524.

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Reports on the topic "Organization. Personnel management. Decision making"

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Hubbard, Sarah M., and Bryan Hubbard. Investigation of Strategic Deployment Opportunities for Unmanned Aerial Systems (UAS) at INDOT. Purdue University, 2020. http://dx.doi.org/10.5703/1288284317126.

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Abstract:
Unmanned aerial systems (UAS) are increasingly used for a variety of applications related to INDOT’s mission including bridge inspection, traffic management, incident response, construction and roadway mapping. UAS have the potential to reduce costs and increase capabilities. Other state DOTs and transportation agencies have deployed UAS for an increasing number of applications due to technology advances that provide increased capabilities and lower costs, resulting from regulatory changes that simplified operations for small UAS under 55 pounds (aka, sUAS). This document provides an overview of UAS applications that may be appropriate for INDOT, as well as a description of the regulations that affect UAS operation as described in 14 CFR Part 107. The potential applications were prioritized using Quality Function Deployment (QFD), a methodology used in the aerospace industry that clearly communicates qualitative and ambiguous information with a transparent framework for decision making. The factors considered included technical feasibility, ease of adoption and stakeholder acceptance, activities underway at INDOT, and contribution to INDOT mission and goals. Dozens of interviews with INDOT personnel and stakeholders were held to get an accurate and varied perspective of potential for UAVs at INDOT. The initial prioritization was completed in early 2019 and identified three key areas: UAS for bridge inspection safety as a part of regular operations, UAS for construction with deliverables provided via construction contracts, and UAS for emergency management. Descriptions of current practices and opportunities for INDOT are provided for each of these applications. An estimate of the benefits and costs is identified, based on findings from other agencies as well as projections for INDOT. A benefit cost analysis for the application of UAS for bridge inspection safety suggests a benefit cost over one for the analysis period.
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