Academic literature on the topic 'Resource and job management'

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Journal articles on the topic "Resource and job management":

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MAZILU (ALEXANDRESCU), Elena-Alexandra. "THE CONCEPT OF HUMAN RESOURCES MANAGEMENT." BULLETIN OF "CAROL I" NATIONAL DEFENCE UNIVERSITY 10, no. 4 (January 10, 2022): 72–77. http://dx.doi.org/10.53477/2284-9378-21-45.

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The concept of human resources management has developed over time starting from personnel management, focusing much more on human resources planning, recruitment and selection, but also on evaluating professional performance and career management. The efficient implementation of human resources management at organizational level depends very much on the analysis of jobs. Job analysis provides elements that underlie the establishment of human resource needs and can be done through several methods, namely observation, interview or questionnaires. The recruitment and selection process can be improved by job analysis, because managers more objectively identify the knowledge, skills, abilities needed for a job and can structure tests based on job analysis results; they can state a more accurate job description.
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Lacey, Marcia. "Resource Management: Whose Job is It?" Journal - American Water Works Association 103, no. 9 (September 2011): 2. http://dx.doi.org/10.1002/j.1551-8833.2011.tb11524.x.

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Sulisnaningrum, Ema, and Agatha Braun. "Strategic Human Resource Management, Regulatory Violation and Job Satisfaction in Malaysia." SPLASH Magz 1, no. 2 (April 21, 2021): 97–100. http://dx.doi.org/10.54204/splashmagzvol1no1pp97to100.

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This study aims to determine the level of employee job satisfaction, employee compliance with work regulations and human resource management strategies by conducting online interviews with 512 government and private employees in Malaysia by random sampling, then quantifying for regression using the autoregression moving average model. We find that the level of employee satisfaction is positively related to employee compliance with job regulations and the level of quality of strategic resource management in companies or government agencies.
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Anggraeni, Indra, and Eny Lestari Widarni. "Strategic Human Resource Management, Regulatory Violation and Job Satisfaction in Indonesia." SPLASH Magz 1, no. 2 (April 21, 2021): 93–96. http://dx.doi.org/10.54204/splashmagzvol1no1pp93to96.

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This study aims to investigate the level of employee job satisfaction, employee compliance with work regulations and strategic human resource management by conducting online interviews with 349 government and private employees in Indonesia by random sampling using the LinkedIn application then quantifying them for regression using the autoregression moving average model. We find that the level of employee satisfaction is positively related to employee compliance with job regulations and the level of quality management of strategic resources in companies or government institutions.
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Tarasov, Ilia, Alain Haït, and Olga Battaïa. "A Generalized MILP Formulation for the Period-Aggregated Resource Leveling Problem with Variable Job Duration." Algorithms 13, no. 1 (December 23, 2019): 6. http://dx.doi.org/10.3390/a13010006.

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We study a resource leveling problem with variable job duration. The considered problem includes both scheduling and resource management decisions. The planning horizon is fixed and separated into a set of time periods of equal length. There are several types of resources and their amount varies from one period to another. There is a set of jobs. For each job, a fixed volume of work has to be completed without any preemption while using different resources. If necessary, extra resources can be used at additional costs during each time period. The optimization goal is to minimize the total overload costs required for the execution of all jobs by the given deadline. The decision variables specify the starting time of each job, the duration of the job and the resource amount assigned to the job during each period (it may vary over periods). We propose a new generalized mathematical formulation for this optimization problem. The formulation is compared with existing approaches from the literature. Theoretical study and computational experiments show that our approach provides more flexible resource allocation resulting in better final solutions.
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Siddesh, G. M., and K. G. Srinisas. "An Adaptive Scheduler Framework for Complex Workflow Jobs on Grid Systems." International Journal of Distributed Systems and Technologies 3, no. 4 (October 2012): 63–79. http://dx.doi.org/10.4018/jdst.2012100106.

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Grid Computing provides sharing of geographically distributed resources among large scale complex applications. Due to dynamic nature of resources in grid, there is a need of highly efficient job scheduling and resource management policies in grid. A novel Grid Resource Scheduler (GRS) is proposed to effectively utilize the available resources in Grid. Proposed GRS contributes, an optimal job scheduling algorithm on Job Rank-Backfilling policy and a resource matching algorithm based on ranking of resources with best fit allocation model. Performance of GRS is measured by considering a web based BLAST algorithm – a bioinformatics application. GRS aims in reducing; Makespan of the job workflow, execution time of varied size jobs, response time of the submitted jobs and overhead of using the system. It also considers improving the utilization factor and throughput of the available heterogeneous resources in grid. The experimental results prove that proposed grid scheduler framework performs better when evaluated against widely used First Come First Serve (FCFS), Shortest Job First (SJF) and Minimum Time to Due Date (MTTD) scheduling strategies.
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Reutzel, Christopher R., Carrie A. Belsito, and Jamie D. Collins. "Human resource management executive presence in top management." International Journal of Organizational Analysis 24, no. 5 (November 7, 2016): 985–1001. http://dx.doi.org/10.1108/ijoa-10-2015-0916.

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Purpose This study aims to draw upon research from strategic human resource management (HRM) and strategic management to examine how HRM demands influence the likelihood that chief executive officers (CEOs) will staff top management with a human resource (HR) executive. Design/methodology/approach The theory and hypotheses developed in this study are tested on a sample of US initial public offering firms from the calendar year 2007, using logistic regression. Findings The results of hypothesis tests suggest that HR executive presence in top management is positively related to the HRM demands faced by a CEO stemming from product/service innovation strategies, the number of HRs employed by the firm and CEO’s financial orientation. Research limitations/implications The results of this study may not generalize to other settings. This study does not simultaneously consider the role of other structural forms which may increase or reduce the degree of HRM demands faced by the CEO. This study extends prior research on executive job demands by expanding the understanding of factors which give rise to HRM sources of executive job demands. Study results suggest that CEOs with financial orientations are more likely to staff their top management teams with an HR executive, which suggests that in the face of executive job demands stemming from a particular functional area, CEOs delegate responsibility for that function to another member of top management. This finding suggests that CEOs can, and in fact do, recognize the limitations engendered by their experiences and that when confronted with a specific type of executive job demand that does not align with their expertise, they take steps to address their individual limitations by appointing others that are more capable of addressing the particular source of executive job demand. Practical implications Study results suggest that product/service innovation strategies, CEO’s financial background and the number of HRs employed by the firm increase the likelihood of HR functional representation in top management. Originality/value The theory and results of this study extend the focus of extant research on factors giving rise to HRM’s functional representation in top management. Although prior research has emphasized the role of ownership characteristics and risk preferences in the adoption of this structural form, this study examines the role of CEO HRM demands. This approach allows for the integration of the upper echelons theory with the strategic HRM literature and provides an empirical examination of CEO job demands arising from the HRM function.
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Willy, Szelui, and Oerban Attelie. "Supervision of Human Resource Management during the Covid 19 Pandemic." International Journal Papier Public Review 2, no. 3 (June 23, 2021): 8–14. http://dx.doi.org/10.47667/ijppr.v2i3.96.

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Personnel management will demonstrate how businesses should recruit, develop, use, assess, and retain workers in terms of both amount (quantity) and kind (quality) The goal of this article is to implement a project assigned to one of the Entrepreneurship Courses during the Covid-19 Pandemic. The process of identifying and recruiting the personnel required by the company to become employees is known as recruitment. Vacancies, promotions, transfers, retirements, terminations, permanent disability, death, and labor turnover may need recruiting. A successful HR strategy requires the completion of many stages. Human Resource Planning (HRP) is a set of actions that a company does to anticipate future business and environmental needs. Human resource planning is required to fulfill the organization's requirements for specific jobs to be filled. The procedure includes identifying which jobs must be filled, the number of workers required, and when they will be required. In HR planning activities, job analysis has a tight connection with job analysis (Human Resources) Efforts to move and reorganize work activities in different groups are included in job design restructuring. Employee training is a long-term investment in workforce development that pays out handsomely. It's a technique/tool for executive management and growth.
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Janiak, Adam, Władysław Janiak, and Maciej Lichtenstein. "Resource Management in Machine Scheduling Problems: A Survey." Decision Making in Manufacturing and Services 1, no. 2 (October 11, 2007): 59–89. http://dx.doi.org/10.7494/dmms.2007.1.2.59.

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The paper is a survey devoted to job scheduling problems with resource allocation. We present the results available in the scientific literature for commonly used models of job processing times and job release dates, i.e., the models in which the job processing time or the job release date is given as a linear or convex function dependent on the amount of the additional resource allotted to the job. The scheduling models with resource dependent processing times or resource dependent release dates extend the classical scheduling models to reflect more precisely scheduling problems that appear in real life. Thus, in this paper we present the computational complexity results and solution algorithms that have been developed for this kind of problems.
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Al-Nawasrah, Maher, and Khaled Khalaf Alafi. "The impact of human resource management practices on person– job fit: the mediating role of human resources agility at Jordanian airlines companies." Global Journal of Economics and Business 11, no. 1 (August 2021): 113–31. http://dx.doi.org/10.31559/gjeb2021.11.1.9.

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This study aims to analyze the impact of the human resources management practices on adapting person- job fit, with the existence of human resource agility as a modified variable in Jordanian airlines, The researcher relies on the descriptive and analytical approach, The study population consist of all employees of the Jordanian airline companies, within the upper and middle administrative levels, whose number is (185) individuals. Due to the study small population number, the researcher adopted the entire study population as a sample for the study and in the comprehensive survey method. The results showed that human resource management practices has a statistically significant effect on person- job fit, human resource management practices effect at the agility of human resources, and agility of human resources effect at the person - job fit in the Jordanian airline companies. The results showed that human resource agility improves the impact of human resource management practices on person- job fit. The study recommended that Jordanian airlines maintain the continuity of interest in human resource agility and alignment of the individual with his job, in addition to human resource management practices in all its dimensions and the use of tools to ensure that the level of interest in them does not decline or decline.

Dissertations / Theses on the topic "Resource and job management":

1

Jesser, Peter Stewart. "SYSTEM THEORY: APPLICATIONS IN HUMAN RESOURCE MANAGEMENT." Thesis, The University of Arizona, 1985. http://hdl.handle.net/10150/291981.

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Boonzaier, William. "Revision of the job characteristics model." Thesis, Cape Technikon, 2001. http://hdl.handle.net/20.500.11838/1763.

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Thesis (DTech (Human Resources Management))--Cape Technikon, Cape Town, 2001
The Job Characteristics Model is widely accepted as a conceptual tool for addressing problems related to employee demotivation, dissatisfaction and marginal performance. The validity of the Job Characteristics Model (Hackman & Oldham, 1980) was assessed by reviewing relevant studies of the model. The review and evaluation are based on studies testing the variables and the relationships between the variables as contained in the model. The reviewed evidence confirmed that the dimensionality of the job characteristics is best represented by the five-factor solution as proposed by the model. The subjective self-report measures of the five job characteristics as formulated by the theory and measured by the revised Job Diagnostic Survey (JDS) were also supported. No evidence was found for the multiplicative Motivating Potential Score (MPS), and as a result the use of a simple additive index of job complexity is recommended as the predictor of personal and work outcomes. Strong empirical support emerged for the relationships between the job characteristics and the personal outcomes. Much weaker relationships between the job characteristics and the work outcomes, however, materialized. Results failed to support the mediating effect of psychological states on the job characteristics/outcomes relationships as specified by the model. The postulated relationships between job characteristics and psychological states were also not confirmed by empirical evidence. The role of growth-need strength, knowledge and skill, and work environment characteristics, as moderators of the relationships between job characteristics and psychological states, as well as of the relationships between psychological states and personal and work outcomes, was seriously questioned.
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Georgiou, Yiannis. "Contributions for resource and job management in high performance computing." Grenoble, 2010. http://www.theses.fr/2010GRENM079.

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Le domaine du Calcul à Haute Performance (HPC) évolue étroitement avec les dernières avancées technologiques des architectures informatiques et des besoins toujours croissants en demande de puissance de calcul. Cette thèse s'intéresse à l'étude d'un type d'intergiciel particulier appelé gestionnaire de tâches et ressources (RJMS) qui est chargé de distribuer la puissance de calcul aux applications dans les plateformes pour le HPC. Le RJMS joue un rôle central du fait de sa position dans la pile logicielle. Les dernières évolutions dans les couches matérielles et dans les applications ont largement augmenté le niveau de complexité auquel doit faire face ce type d'intergiciel. Des problématiques telles que le passage à l'échelle, la prise en compte d'un taux d'activité irrégulier, la gestion des contraintes liées à la topologie du matériel, l'efficacité énergétique et la tolérance aux pannes doivent être particulièrement pris en considération, afin, entre autres, de fournir une meilleure exploitation des ressources à la fois du point de vue global du système ainsi que de celui des utilisateurs. La première contribution de cette thèse est un état de l'art sur la gestion des tâches et des ressources ainsi qu'une analyse comparative des principaux intergiciels actuels et des différentes problématiques de recherche associées. Une métrique importante pour évaluer l'apport d'un RJMS sur une plate-forme est le niveau d'utilisation de l'ensemble du système. On constate parmi les traces d'activité de plusieurs plateformes qu'un grand nombre d'entre elles présentent un taux d'utilisation significativement inférieure à une pleine utilisation. Ce constat est la principale motivation des autres contributions de cette thèse qui portent sur les méthodes d'exploitations de ces périodes de sous-utilisation au profit de la gestion globale du système ou des applications en court d'exécution. Plus particulièrement cette thèse explore premièrement, les moyens d'accroître le taux de calculs utiles dans le contexte des grilles légères en présence d'une forte variabilité de la disponibilité des ressources de calcul. Deuxièmement, nous avons étudié le cas des tâches dynamiques et proposé différentes techniques s'intégrant au RJMS OAR et troisièmement nous évalués plusieurs modes d'exploitation des ressources en prenant en compte la consommation énergétique. Finalement, les évaluations de cette thèse reposent sur une approche expérimentale pour laquelle nous avons proposés des outils et une méthodologie permettant d'améliorer significativement la maîtrise et la reproductibilité d'expériences complexes propre à ce domaine d'étude
High Performance Computing is characterized by the latest technological evolutions in computing architectures and by the increasing needs of applications for computing power. A particular middleware called Resource and Job Management System (RJMS), is responsible for delivering computing power to applications. The RJMS plays an important role in HPC since it has a strategic place in the whole software stack because it stands between the above two layers. However, the latest evolutions in hardware and applications layers have provided new levels of complexities to this middleware. Issues like scalability, management of topological constraints, energy efficiency and fault tolerance have to be particularly considered, among others, in order to provide a better system exploitation from both the system and user point of view. This dissertation provides a state of the art upon the fundamental concepts and research issues of Resources and Jobs Management Systems. It provides a multi-level comparison (concepts, functionalities, performance) of some Resource and Jobs Management Systems in High Performance Computing. An important metric to evaluate the work of a RJMS on a platform is the observed system utilization. However, studies and logs of production platforms show that HPC systems in general suffer of significant un-utilization rates. Our study deals with these clusters' un-utilization periods by proposing methods to aggregate otherwise un-utilized resources for the benefit of the system or the application. More particularly this thesis explores RJMS level mechanisms: 1) for increasing the jobs valuable computation rates in the high volatile environments of a lightweight grid context, 2) for improving system utilization with malleability techniques and 3) providing energy efficient system management through the exploitation of idle computing machines. The experimentation and evaluation in this type of contexts provide important complexities due to the inter-dependency of multiple parameters that have to be taken into control. In this thesis we have developed a methodology based upon real-scale controlled experimentation with submission of synthetic or real workload traces
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Iserte, Agut Sergio. "High-throughput Computation through Efficient Resource Management." Doctoral thesis, Universitat Jaume I, 2018. http://hdl.handle.net/10803/664128.

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This proposal addresses, from two different approaches, the improvement of data centers productivity through an efficient resource management. On the one hand, the combination of GPU remote virtualization technologies with workload managers in HPC clusters and cloud computing environments. On the other hand, job reconfigurations in terms of varying its number of processes during the execution. Performance evaluations reveal a non-negligible improvement not only in the throughput, but also, in the job waiting time and in the energy consumption.
Esta propuesta aborda, desde dos enfoques distintos, la mejora de la productividad de centros de procesamientos de datos mediante una gestión eficiente de los recursos. Por un lado, la combinación de tecnologías de virtualización remotas de GPUs junto con gestores de recursos en clústeres HPC y entornos de computación en la nube. Por el otro lado, la reconfiguración de trabajos en términos de modificar el número de procesos durante la ejecución. La evaluación de prestaciones revela un incremento no sólo en la productividad, sino también en el consumo energético.
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Stains, Dianne Marie. "Spiritual Well-being, Job Meaningfulness, and Engagement for Human Resource Managers." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6128.

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Employee engagement is a significant problem for leaders in most organizations today. Though many reasons are given for the growing number of disengaged employees, little is understood about what role spirituality in the workplace may play into employee engagement. Humanocracy theory guided the study on three aspects of workplace spirituality, employee engagement, and meaningfulness of work. An online survey combining elements of a Spiritual Well-being Scale, the Work and Meaning Inventory, and the Utrecht Work Engagement Scale was administered to 325 human resource managers. Linear multiple regression results showed a strong negative correlation between spiritual well-being and job engagement, and no significant correlation between spiritual well-being and workplace meaningfulness, which contradicted findings in the literature. Results indicated the need for future research and to further refine a working definition of spirituality as it applies to the workplace and to identify or redefine traditional variables to better assess engagement and meaningfulness within a new workplace landscape. The findings may also be indicative of how the landscape of traditional workplace culture is shifting with the values and motivations of a workforce of newer generations. The findings of this study make apparent the urgency to rethink the definition of spirituality and its application to the workplace and employee engagement. The workplace today is often a barometer of societal norms and values. Understanding the need for new ways to view engagement, spirituality, and meaning has the potential to extend beyond the organization to the communities and society the organizations exist within and serve.
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Tadepalli, Sriram Satish. "GEMS: A Fault Tolerant Grid Job Management System." Thesis, Virginia Tech, 2003. http://hdl.handle.net/10919/9661.

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The Grid environments are inherently unstable. Resources join and leave the environment without any prior notification. Application fault detection, checkpointing and restart is of foremost importance in the Grid environments. The need for fault tolerance is especially acute for large parallel applications since the failure rate grows with the number of processors and the duration of the computation. A Grid job management system hides the heterogeneity of the Grid and the complexity of the Grid protocols from the user. The user submits a job to the Grid job management system and it finds the appropriate resource, submits the job and transfers the output files to the user upon job completion. However, current Grid job management systems do not detect application failures. The goal of this research is to develop a Grid job management system that can efficiently detect application failures. Failed jobs are restarted either on the same resource or the job is migrated to another resource and restarted. The research also aims to identify the role of local resource managers in the fault detection and migration of Grid applications.
Master of Science
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Östberg, Per-Olov. "Architectures, design methodologies, and service composition techniques for Grid job and resource management." Licentiate thesis, Umeå universitet, Institutionen för datavetenskap, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-42448.

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The field of Grid computing has in recent years emerged and been established as an enabling technology for a range of computational eScience applications. The use of Grid technology allows researchers and industry experts to address problems too large to efficiently study using conventional computing technology, and enables new applications and collaboration models. Grid computing has today not only introduced new technologies, but also influenced new ways to utilize existing technologies.This work addresses technical aspects of the current methodology of Grid com- puting; to leverage highly functional, interconnected, and potentially under-utilized high-end systems to create virtual systems capable of processing problems too large to address using individual (supercomputing) systems. In particular, this thesis studies the job and resource management problem inherent to Grid environments, and aims to contribute to development of more mature job and resource management systems and software development processes. A number of aspects related to Grid job and resource management are here addressed, including software architectures for Grid job management, design methodologies for Grid software development, service composition (and refactorization) techniques for Service-Oriented Grid Architectures, Grid infrastructure and application integration issues, and middleware-independent and transparent techniques to leverage Grid resource capabilities.The software development model used in this work has been derived from the notion of an ecosystem of Grid components. In this model, a virtual ecosystem is defined by the set of available Grid infrastructure and application components, and ecosystem niches are defined by areas of component functionality. In the Grid ecosys- tem, applications are constructed through selection and composition of components, and individual components subject to evolution through meritocratic natural selection. Central to the idea of the Grid ecosystem is that mechanisms that promote traits beneficial to survival in the ecosystem, e.g., scalability, integrability, robustness, also influence Grid application and infrastructure adaptability and longevity. As Grid computing has evolved into a highly interdisciplinary field, current Grid applications are very diverse and utilize computational methodologies from a number of fields. Due to this, and the scale of the problems studied, Grid applications typically place great performance requirements on Grid infrastructures, making Grid infrastructure design and integration challenging tasks. In this work, a model of building on, and abstracting, Grid middlewares has been developed and is outlined in the papers. In addition to the contributions of this thesis, a number of software artefacts, e.g., the Grid Job Management Framework (GJMF), have resulted from this work.
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Östberg, Per-Olov. "Virtual infrastructures for computational science: software and architectures for distributed job and resource management." Doctoral thesis, Umeå universitet, Institutionen för datavetenskap, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-42428.

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In computational science, the scale of problems addressed and the resolution of solu- tions achieved are often limited by the available computational capacity. The current methodology of scaling computational capacity to large scale (i.e. larger than individ- ual resource site capacity) includes aggregation and federation of distributed resource systems. Regardless of how this aggregation manifests, scaling of scientific compu- tational problems typically involves (re)formulation of computational structures and problems to exploit problem and resource parallelism. Efficient parallelization and scaling of scientific computations to large scale is difficult and further complicated by a number of factors introduced by resource aggregation, e.g., resource heterogene- ity and coupling of computational methodology. Scaling complexity severely impacts computation enactment and necessitates the use of mechanisms that provide higher abstractions for management of computations in distributed computing environments.This work addresses design and construction of virtual infrastructures for scientific computation that abstract computation enactment complexity, decouple computation specification from computation enactment, and facilitate large-scale use of compu- tational resource systems. In particular, this thesis discusses job and resource man- agement in distributed virtual scientific infrastructures intended for Grid and Cloud computing environments. The main area studied is Grid computing, which is ap- proached using Service-Oriented Computing and Architecture methodology. Thesis contributions discuss both methodology and mechanisms for construction of virtual infrastructures, and address individual problems such as job management, application integration, scheduling job prioritization, and service-based software development.I addition to scientific publications, this work also makes contributions in the form of software artifacts that demonstrate the concepts discussed. The Grid Job Manage- ment Framework (GJMF) abstracts job enactment complexity and provides a range of middleware-agnostic job submission, control, and monitoring interfaces. The FSGrid framework provides a generic model for specification and delegation of resource allo- cations in virtual organizations, and enacts allocations based on distributed fairshare job prioritization. Mechanisms such as these decouple job and resource management from computational infrastructure systems and facilitate the construction of scalable virtual infrastructures for computational science.
Inom beräkningsvetenskap begränsar ofta mängden tillgänglig beräkningskraft både storlek på problem som kan ansättas såväl som kvalitet på lösningar som kan uppnås. Metodik för skalning av beräkningskapacitet till stor skala (dvs större än kapaciteten hos enskilda resurscentras) baseras för närvarande på aggregering och federation av distribuerade beräkningsresurser. Oavsett hur denna resursaggregering tar sig uttryck tenderar skalning av vetenskapliga beräkningar till storskalig nivå att inkludera omformulering av problemställningar och beräkningsstrukturer för att bättre utnyttja problem- och resursparallellism. Effektiv parallellisering och skalning av vetenskapliga beräkningar är svårt och kompliceras ytterligare av faktorer som medföljer resursaggregering, t.ex. heterogeneitet i resursmiljöer och beroenden i programmeringsmodeller och beräkningsmetoder. Detta utbytesförhållande illustrerar komplexiteten i utförande av beräkningar och behovet av mekanismer som erbjuder högre abstraktionsnivåer för hantering av beräkningar i distribuerade beräkningsmiljöer.Denna avhandling diskuterar design och konstruktion av virtuella beräkningsinfrastrukturer som abstraherar komplexitet i utförande av beräkningar, frikopplar design av beräkningar från utförande av beräkningar samt underlättar storskalig användning av beräkningsresurser för vetenskapliga beräkningar. I synnerhet behandlas jobb- och resurshantering i distribuerade virtuella vetenskapliga infrastrukturer avsedda för Grid och Cloud computing miljöer. Det huvudsakliga området för avhandlingen är Grid computing, vilket adresseras med service-orienterad beräknings- och arkitekturmetodik. Arbetet diskuterar metodik och mekanismer för konstruktion av virtuella beräkningsinfrastrukturer samt gör bidrag inom enskilda områden som jobbhantering, applikationsintegrering, jobbprioritering och service-baserad programvaruutveckling.Utöver vetenskapliga publikationer bidrar detta arbete också med bidrag i form av programvarusystem som illustrerar de metoder som diskuteras. The Grid Job Management Framework (GJMF) abstraherar komplexitet i hantering av beräkningsjobb och erbjuder en uppsättning middleware-agnostiska gränssnitt för körning, kontroll och övervakning av beräkningsjobb i distribuerade beräkningsmiljöer. FSGrid erbjuder en generisk modell för specifikation och delegering av resurstilldelning i virtuella organisationer och grundar sig på distribuerad rättvisebaserad jobbprioritering. Mekanismer som dessa frikopplar jobb- och resurshantering från fysiska infrastruktursystem samt underlättar konstruktion av skalbara virtuella infrastrukturer för beräkningsvetenskap.
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Dannheimer, Jörn G. "Important behavioural competencies for human resource professionals in South Africa." Diss., University of Pretoria, 2004. http://hdl.handle.net/2263/74927.

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Orientation: The job inherent requirements for Human Resource (HR) professionals, as is for any role, are constantly undergoing change due to the dynamic environment that we work and exist in. With the transition from traditional Personnel Management to more contemporary and strategic HR Management, these adjustments required for the role and of the incumbents have become more and more pronounced. It is important that, as HR professionals, one frequently reassesses and clarifies the inherent requirements for the role, based on the needs and demands from the broader world of work and its roleplayers. The concern is however whether HR professionals realise and understand which behavioural competencies they should display in order to meet the changing demands and whether they actually are ‘living’ these. Research Purpose: The aim of this paper is to determine the relevant behavioural competencies for HR professionals based on the analysis of various views gathered from current HR professionals. Research Results: It was found that competencies such as ‘Planning and Organising’, ‘Problem Solving and Analysis’, ‘Specialist and Technical Knowledge’, ‘Strategic Thinking’ as well as ‘Interpersonal Sensitivity’ are all important in order to ensure effective service delivery for HR professionals. An additional competency, ‘Leading and Supervising’ was also identified as important, although related more to managerial HR functions. From these results it is however also evident that competencies relating to adapting and responding to change in the workplace, and the importance of being able to deliver and achieve results, were omitted from the ideal profile. This, in comparison to various articles and research presented by authors on the exact importance of such competencies in order for the HR discipline to add value to the organisation, makes it evident that many HR professionals have still not completed the transition from the traditional Personnel Management to the more strategic HR Management.
Mini Dissertation (MCom)--University of Pretoria, 2004.
Human Resource Management
MCom
Unrestricted
10

Barratt, Edward. "Representing and interpreting organisations in the recruitment process : a study of recruitment texts and job candidates readings." Thesis, Henley Business School, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.285055.

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Books on the topic "Resource and job management":

1

O'Grady, John. Job control unionism vs. the new human resource management model. Kingston, Ont., Canada: IRC Press, Queen's University of Kingston, 1995.

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Vincent, Aaltje. Career management via LinkedIn. Houten, Netherlands: Spectrum, 2010.

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Sperling, JoAnn. Job descriptions in human resources. New York, NY: AMACOM, American Management Association, 1985.

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Armstrong, Michael. The job evaluation handbook. London: Institute of Personnel & Development, 1995.

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Resch, Timothy M. The job seekers guide: Opportunities in natural resource management for the developing world. 3rd ed. Washington, D.C: U.S. Dept. of Agriculture, Forest Service and Office of International Cooperation and Development, 1990.

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Resch, Timothy M. The job seekers guide: Opportunities in natural resource management for the developing world. 3rd ed. Washington, D.C: U.S. Dept. of Agriculture, Forest Service and Office of international Cooperation and Developement [sic], Forestry Support Program, 1990.

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Davis, Elizabeth B. Market yourself!: A guide to résumé creation and job search for the resource management professional. Alexandia, VA: APICS, The Educational Society for Resource Management, 1999.

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Pearn, Michael. Job analysis: A manager's guide. 2nd ed. London: Institute of Personnel and Management, 1993.

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Matteson, Michael T. Controlling work stress: Effective human resource and management strategies. San Francisco, Calif: Jossey-Bass, 1987.

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

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Book chapters on the topic "Resource and job management":

1

Holland, Peter. "Job and Work Design." In Human Resource Management, 130–52. London: Macmillan Education UK, 2017. http://dx.doi.org/10.1057/978-1-137-52163-7_7.

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Wilson, Katy Lynn. "Job Analysis." In The Encyclopedia of Human Resource Management, 284–87. San Francisco, CA: Pfeiffer: A Wiley Imprint, 2012. http://dx.doi.org/10.1002/9781118364741.ch52.

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Norris, Sharon E., and Tracy H. Porter. "Job Design." In The Encyclopedia of Human Resource Management, 288–91. San Francisco, CA: Pfeiffer: A Wiley Imprint, 2012. http://dx.doi.org/10.1002/9781118364741.ch53.

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Costen, Wanda M. "Job Satisfaction." In The Encyclopedia of Human Resource Management, 292–95. San Francisco, CA: Pfeiffer: A Wiley Imprint, 2012. http://dx.doi.org/10.1002/9781118364741.ch54.

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Nieto, Michael L. "Recruitment, Selection, Job Analysis and Employment Law." In Human Resource Management, 37–63. London: Macmillan Education UK, 2014. http://dx.doi.org/10.1007/978-1-137-28228-6_3.

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Boella, Michael J., and Steven Goss-Turner. "Job evaluation." In Human Resource Management in the Hospitality Industry, 259–68. Tenth edition. | Abingdon, Oxon: Routledge, 2019. | New edition: Routledge, 2019. http://dx.doi.org/10.4324/9780429441400-15.

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Boella, Michael J., and Steven Goss-Turner. "Job design." In Human Resource Management in the Hospitality Industry, 73–92. Tenth edition. | Abingdon, Oxon: Routledge, 2019. | New edition: Routledge, 2019. http://dx.doi.org/10.4324/9780429441400-5.

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Chapin, Steve J., Dimitrios Katramatos, John Karpovich, and Andrew S. Grimshaw. "The Legion Resource Management System." In Job Scheduling Strategies for Parallel Processing, 162–78. Berlin, Heidelberg: Springer Berlin Heidelberg, 1999. http://dx.doi.org/10.1007/3-540-47954-6_9.

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Szende, Peter, Suzanne Markham Bagnera, and Danielle Clark Cole. "That’s not my job!" In Human Resource Management in Hospitality Cases, 193–94. New York : Routledge, 2020.: Routledge, 2020. http://dx.doi.org/10.4324/9781351233316-59.

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Desai, Narayan, and Walfredo Cirne. "Open Issues in Cloud Resource Management." In Job Scheduling Strategies for Parallel Processing, 274–78. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-61756-5_15.

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Conference papers on the topic "Resource and job management":

1

Georgiou, Yiannis, David Glesser, and Denis Trystram. "Adaptive Resource and Job Management for Limited Power Consumption." In 2015 IEEE International Parallel and Distributed Processing Symposium Workshop (IPDPSW). IEEE, 2015. http://dx.doi.org/10.1109/ipdpsw.2015.118.

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Lin, Lin, Oi-ling Siu, Kan Shi, and Xin-wen Bai. "Challenge and hindrance job demands, job resource, and their relationships with vigor and emotional exhaustion." In 2009 International Conference on Management Science and Engineering (ICMSE). IEEE, 2009. http://dx.doi.org/10.1109/icmse.2009.5318129.

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Ravi, Gokul Subramanian, Kaitlin N. Smith, Prakash Murali, and Frederic T. Chong. "Adaptive job and resource management for the growing quantum cloud." In 2021 IEEE International Conference on Quantum Computing and Engineering (QCE). IEEE, 2021. http://dx.doi.org/10.1109/qce52317.2021.00047.

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Cinyoung Hur and Yoonhee Kim. "On Evaluating JARS: Job history-based Adaptive grid resource selection." In 2010 IEEE Network Operations and Management Symposium - NOMS 2010. IEEE, 2010. http://dx.doi.org/10.1109/noms.2010.5488368.

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Bumgardner, V. K. Cody, Victor W. Marek, and Ray L. Hyatt. "Collating time-series resource data for system-wide job profiling." In NOMS 2016 - 2016 IEEE/IFIP Network Operations and Management Symposium. IEEE, 2016. http://dx.doi.org/10.1109/noms.2016.7502958.

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Ērgle, Daiga, and Iveta Ludviga. "USE OF GAMIFICATION IN HUMAN RESOURCE MANAGEMENT: IMPACT ON ENGAGEMENT AND SATISFACTION." In Business and Management 2018. VGTU Technika, 2018. http://dx.doi.org/10.3846/bm.2018.45.

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Abstract:
The use of games, also called gamification, is innovative an approach in contemporary human re-source management. The aim of this research is to assess whether gamification, if used in HR pro-cesses, can increase engagement and job satisfaction among employees, as well as to identify which HR processes respond better to gamification. Using data from CAWI interviews (n = 620) and Struc-tural Equation Modelling (PLS-SEM) method with smartPLS software, the researchers found a signifi-cant positive impact of gamification on employee job satisfaction, however, no impact on engage-ment. Teambuilding and internal communication were identified as HR processes which better re-spond to gamification and recommendations for HR managers provided.
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Battr, Dominic, Matthias Hovestadt, Odej Kao, Axel Keller, and Kerstin Voss. "Job Migration and Fault Tolerance in SLA-Aware Resource Management Systems." In 2008 3rd International Conference on Grid and Pervasive Computing Workshops (GPC Workshops). IEEE, 2008. http://dx.doi.org/10.1109/gpc.workshops.2008.71.

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Kim, Young-Ho, Eun-Ji Lim, Gyu-Il Cha, and Seung-Jo Bae. "A design of resource fault handling mechanism using dynamic resource reallocation for the resource and job management system." In 2015 17th International Conference on Advanced Communication Technology (ICACT). IEEE, 2015. http://dx.doi.org/10.1109/icact.2015.7224886.

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Kultalahti, Susanna, Piia Edinger, and Tiina Brandt. "Generation Y’s Glance at the Connection between Leadership and Job Satisfaction." In Annual International Conference on Human Resource Management and Professional Development. Global Science and Technology Forum (GSTF), 2012. http://dx.doi.org/10.5176/2251-2449_hrmpd12.08.

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Tambe, Sukhada. "An Empirical Study of Relationship between Job Satisfaction and Job Stress in Select Organizations." In Annual International Conference on Human Resource Management and Professional Development in the Digital Age – HRM&PD 2017. Global Science & Technology Forum (GSTF), 2017. http://dx.doi.org/10.5176/2251-2349_hrmpd17.22.

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Reports on the topic "Resource and job management":

1

Green, T., and K. Schwager. Natural Resource Management Plan. Office of Scientific and Technical Information (OSTI), October 2016. http://dx.doi.org/10.2172/1326762.

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McCormack, Thomas H., Michael A. Loyal, and Irene Elios. Computer Resource Management Technology. Fort Belvoir, VA: Defense Technical Information Center, December 1986. http://dx.doi.org/10.21236/ada176041.

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Schwager, Kathy. Natural Resource Management Plan. Office of Scientific and Technical Information (OSTI), October 2021. http://dx.doi.org/10.2172/1827147.

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Place, Frank, Ruth Suseela Meinzen-Dick, and Hosaena Ghebru. Natural resource management and resource rights for agriculture. Washington, DC: International Food Policy Research Institute, 2020. http://dx.doi.org/10.2499/9780896293830_18.

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Bloom, Nicholas, and John Van Reenen. Human Resource Management and Productivity. Cambridge, MA: National Bureau of Economic Research, May 2010. http://dx.doi.org/10.3386/w16019.

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Rye, E., and R. Beverly. Customer Management DNS Resource Records. RFC Editor, April 2019. http://dx.doi.org/10.17487/rfc8567.

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Goff, K. M., J. G. Clough, L. L. Lueck, and M. A. Belowich. Coal resource potential of the northwest Alaska resource management area. Alaska Division of Geological & Geophysical Surveys, 1986. http://dx.doi.org/10.14509/1138.

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DEFENSE LOGISTICS AGENCY ALEXANDRIA VA. Total Quality Management Implementing Plan for Human Resource Management. Fort Belvoir, VA: Defense Technical Information Center, April 1989. http://dx.doi.org/10.21236/ada212915.

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De Sa, Paulo, and Ramón Espinasa. Good Practices in Mineral Resource Management. Inter-American Development Bank, December 2018. http://dx.doi.org/10.18235/0001552.

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Cassandras, Christos G., James F. Kurose, and Don Towsley. Resource Contention Management in Parallel Systems. Fort Belvoir, VA: Defense Technical Information Center, April 1989. http://dx.doi.org/10.21236/ada208809.

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