Relevant bibliographies by topics / Resource Management and Administration

Contents

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

Academic literature on the topic 'Resource Management and Administration'

Author: Grafiati
Published: 4 June 2021
Last updated: 17 February 2022

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Journal articles on the topic "Resource Management and Administration"

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Klingner, Donald. "Reinventing Public Personnel Administration as Strategic Human Resource Management." Public Personnel Management 22, no. 4 (December 1993): 565–78. http://dx.doi.org/10.1177/009102609302200406.

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Strategic human resource management (SHRM) is an enhancement in the effectiveness of personnel management which has developed out of pressures for change in the way organizations manage human resources. It consists of common elements found in a variety of public and private employers: recognition that human resources are critical; a shift from position management to work and employees; more innovation; asset development and cost control; and a transition from EEO/AA compliance to work force diversity.
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Manring, Nancy J. "Collaborative Resource Management." Administration & Society 30, no. 3 (July 1998): 274–91. http://dx.doi.org/10.1177/0095399798303003.

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Webster, Stuart, and Sandip Patel. "The Petroleum and Geothermal Energy Resources (Resource Management and Administration) Regulations 2013." APPEA Journal 54, no. 1 (2014): 373. http://dx.doi.org/10.1071/aj13038.

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These Regulations have been proposed under the Petroleum and Geothermal Energy Resources Act 1967 to replace the existing Schedule of Onshore Petroleum Exploration and Production Requirements 1991 (Amended 21 May 2010). The Department of Mines and Petroleum (DMP) is the agency that administers the regulations on behalf of the Minister and keeps the Minister informed of petroleum or geothermal energy resource activities. A draft was released on 5 April 2014 for public comment. The precise form and language of the proposed Regulations may change after public consultation, but the intent of the regulations will remain the same. The regulations will provide the framework for administration and compliance for petroleum field developments, geothermal energy projects, well construction and data submission and release. Activities are expected to be carried out in accordance with good oilfield practice and be compatible with the optimum long-term recovery of petroleum or geothermal energy. The Resource Management and Administration Regulations (RMA) have moved from a prescriptive type of regime to an objectives-based risk management regime requiring operators to manage their operations ensuring world’s leading practice and a fit-for-purpose design. It is expected that operators will apply the relevant standards appropriate for their activities. It is understood also that technology will change and that standards might be changed to embrace the new technology. It is this factor that makes objectives-based regulation more apt than prescription-based regulation. Another factor is that prescription is unlikely to cover every possible circumstance that might occur. The focus is on a whole-of-life approach to exploration and development, from an initial exploration process, through any well interventions all the way to final decommissioning. This includes requiring titleholders to consider what maintenance and monitoring programs will be in place throughout the life of wells and to be ready for eventual decommissioning. The DMP has a continuous improvement process which involves monitoring developments in regulation worldwide. Published papers on drilling, completion, hydraulic stimulation, cementing and production on both conventional reservoirs and also shale and tight sands have been, and continue to be, researched to ensure that the regulations cover all aspects of petroleum and geothermal resource development.
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Oliveira Rocha, José António. "New Human Resource Management in Portuguese Public Administration." Perspectivas - Journal of Political Science 22 (June 19, 2020): 50–58. http://dx.doi.org/10.21814/perspectivas.2675.

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A Gestão de Recursos Humanos mudou conforme o tipo de Estado e o modelo de gestão pública. Depois de um período clássico, em que, em boa verdade, não havia gestão, foi adotada a Nova Gestão Pública (NPM), que, em termos de recursos humanos, tende a aproximar a gestão pública da gestão empresarial. A eficiência constitui o valor máximo a prosseguir, tendo-se adotado métodos e técnicas de gestão empresarial, como a avaliação de desempenho com base em objetivos, o contrato individual de trabalho, a terceirização e a autonomia financeira.Com a crise de 2007/2008, o Estado centralizou a gestão de recursos humanos. O objetivo era agora controlar a despesa pública, sendo que os serviços públicos eram responsáveis por grande parte dessa despesa. Aconteceu o mesmo em Portugal, tendo vindo a sofisticar-se nos últimos dois anos.
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Humphrey, Tammi. "Perioperative Services: Administration, Resource Management, and Patient Care." AORN Journal 74, no. 2 (August 2001): 259–60. http://dx.doi.org/10.1016/s0001-2092(06)61540-8.

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S., Kristian Adi, Suhatati Tjandra, and S. T. B. Tambunan. "Perancangan Website Human Resource Administration." Journal of Information System,Graphics, Hospitality and Technology 1, no. 01 (May 10, 2019): 9–14. http://dx.doi.org/10.37823/insight.v1i01.8.

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Pengelolaan sumber daya manusia merupakan salah satu faktor utama dalam pengembangan suatu perusahaan. Pengaturan Sumber daya manusia pada sebuah perusahaan sangatlah rumit dan membutuhkan ketelitian. Untuk itu diperlukan suatu sistem yang dapat membantu tugas HRD pada perusahaan yang disebut Human resource Management System (HRM System). Kesalahan yang kecil pada pengaturan sumber daya manusia pada perusahaan akan berakibat fatal terutama pengaturan yang berhubungan dengan anggaran atau biaya. Penggaturan angaran untuk sumber daya manusia membutuhkan bantuan dalam hal pencatatan maupun sistem yang akurat sehingga tidak ada kesalahan dan celah yang merugikan pihak perusahaan dan pegawai. Perancangan Website ini, bertujuan untuk mengembangkan sistem Human Resource Administration dengan menggunakan jaringan intranet. Pembuatan akan dibantu dengan kerangka kerja untuk pembuatan website yang bernama Laravel guna memudahkan pembuatan serta pengembangan website kedepanya. Website ini juga dilengkapi dengan database MySql dan Semantic UI sebagai tampilan utama website
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De Freitas Bradley, Christopher. "Human Resource Reforms in Public Administration: The Importance of the Reward System." HOLISTICA – Journal of Business and Public Administration 8, no. 2 (August 1, 2017): 49–58. http://dx.doi.org/10.1515/hjbpa-2017-0012.

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Abstract Human resource management encompasses administrating and managing human resources or otherwise known as employees. The HR or Human Resources department of any company, whether it be public or private, deals with the day to aspects pertaining to employees, from the recruitment process to probably the most important aspect for any employee; remuneration and benefits. The importance of finding a perfect equilibrium between monetary and non-monetary incentives is crucial in obtaining an efficient work environment, as well as increasing productivity and employee motivation. Having an administrative background or knowledge is essential for any HR manager, in order to detect and implement the most beneficial reward system for both implicated parties. This paper aims to examine human resource reforms in public administration, primarily in reference to the remunerations of civil servants and employees by giving examples of the importance of salary within the structure of human resource management, looking at new laws involving the increase of salaries within the near future, concluding with suggestions on improving the reward system implemented by human resource managers in Romania’s system of public administration.
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Sodré, Ezequiel Alves de Godoi, Irene Reis, Cárbio Almeida Waqued, Tereza Cristina Pinheiro de Lima, and Denise Lúcia Mateus Gomes Nepomuceno. "Integrated Management Applications in the Public Administration in Goiás." Journal of Business and Economics 9, no. 12 (December 22, 2018): 1062–72. http://dx.doi.org/10.15341/jbe(2155-7950)/12.09.2018/007.

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This study presents an organizational diagnosis of the Regional Electoral Court in Goiás by focusing on the Information Technology department. It aims to explain the advantages, disadvantages, facilities and difficulties to implement and execute integrated management applications in the structure of the Court. Methodologically, an exploratory and descriptive research was used along with qualitative analysis through semi-structured interviews with IT leaders. These researches provided a better comprehension of the theme by analyzing the actions related to the IT area with focus on innovation and Enterprise Resource Planning at a public agency. The study concludes that Enterprise Resource Planning applications are — even with the considerable disadvantages of development costs or acquisitions — one efficient and viable alternative, with the benefit of streamlining the use of physical, financial and human resources, providing a true revolution in operational and managerial activities through process economicity and optimization. The support given by senior management and the availability of sufficient resources and infrastructure make implementation easier, while the difficulties happen due to resistance to change by end users and cuts in public funding for the development of new systems.
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Havens, Donna S., and Jacqueline A. Dienemann. "CGEAN: A Resource for Nursing Administration." JONA: The Journal of Nursing Administration 30, no. 11 (November 2000): 510–11. http://dx.doi.org/10.1097/00005110-200011000-00003.

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Covell, Caroline. "Human Resources Management for Effective Public Administration." Chinese Public Administration Review 6, no. 3/4 (November 5, 2016): 61. http://dx.doi.org/10.22140/cpar.v6i3/4.92.

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Managing human resources in public administration is difficult and complex because it is an academic field, a field of scientific management and application, and a field of managerial professionalism, which includes legal and political processes. Effective management of human resources in public administration requires the incorporation of human resources development and continuous and strategic planning for “the right person for the right job.” The contemporary public administration with personnel that possess “employable skills” belittles the government and reduces its capacity. This system has resulted in a human resource management style that is based on feelings. This paper argues that traditional human management is more effective and it determines the success and the strength of the government. The crisis faced by public administration today is the result of the reinventing the government movement–a system whose human resources management is based on “employable skills,” multitasking, and a fast-paced environment. This system diminishes the importance of knowledge, science, and professionalism. It causes a leadership crisis and poor capacity governance. This paper describes the theoretical foundation of human resources management in the government. This paper also discusses a comparative analysis between line-department and matrix approach as an alternative solution to improve the capacity of public employees so that they can perform effectively and maximize their potential.
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Dissertations / Theses on the topic "Resource Management and Administration"

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Tran, Giang Son. "Cooperative resource management in the cloud." Phd thesis, Toulouse, INPT, 2014. http://oatao.univ-toulouse.fr/11827/1/tran.pdf.

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Recent advances in computer infrastructures encourage the separation of hardware and software management tasks. Following this direction, virtualized cloud infrastructures are becoming very popular. Among various cloud models, Infrastructure as a Service (IaaS) provides many advantages to both provider and customer. In this service model, the provider offers his virtualized resource, and is responsible for managing his infrastructure, while the customer manages his application deployed in the allocated virtual machines. These two actors typically use autonomic resource management systems to automate these tasks at runtime. Minimizing the amount of resource (and power consumption) in use is one of the main services that such cloud model must ensure. This objective can be done at runtime either by the customer at the application level (by scaling the application) or by the provider at the virtualization level (by migrating virtual machines based on the infrastructure’s utilization rate). In traditional cloud infrastructures, these resource management policies work uncoordinated: knowledge about the application is not shared with the provider. This behavior faces application performance overheads and resource wasting, which can be reduced with a cooperative resource management policy. In this research work, we discuss the problem of separate resource management in the cloud. After having this analysis, we propose a direction to use elastic virtual machines with cooperative resource management. This policy combines the knowledge of the application and the infrastructure in order to reduce application performance overhead and power consumption. We evaluate the benefit of our cooperative resource management policy with a set of experiments in a private IaaS. The evaluation shows that our policy outperforms uncoordinated resource management in traditional IaaS with lower performance overhead, better virtualized and physical resource usage.
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Smirnova, Anna R. "The Misalignment of Resources to Preferred Strategies in Resource-Dependent Environments." Thesis, Regent University, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3576854.

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Organizations work, interact, and depend on the environments that surround them. The quality, quantity, and type of resources attracted by the organization often misalign with needed resources and force the leader to make strategic choices and changes in order to sustain operations. Resource scarcities force organizations and their leaders to access resources from other actors in the environment and pursue new innovations that use alternative resources. This research applies a qualitative phenomenological approach to discovering the actual experiential process of 10 leaders as they faced the challenge of making strategic changes and choices in an attempt to realign available resources. Through content analysis of the interviews and the imaginative variation method of the findings, the study revealed that the major source of uncertainty in Russia are the laws and the government regulations, economic fluctuations and geopolitical complexities, and the instability of national contributors. The resource pool consists of human, financial, and intellectual resources, and nonprofits are highly dependent on its partners such as donors and volunteers, though consider it a subject for multiplication rather than reduction. The development of good relationships with partners is strategy number one for the purpose of the constant acquisition of resources and network development. The next strategy recommended by coresearchers is an ability to change and adapt, including the ability to anticipate changes in the environment and to act accordingly. There is also a discussion on the subject of the context and national ownership that were considered to be keys for any successful leadership in Russia. Rational choice, a part of the decision-making strategy that helps the leader to be a wizard with resources, align the existing ones and hunt for new ones in an ambiguous resource-dependent environment, which is also discussed.

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Li, Ling Xia. "Capacity resource management and performance in hospitals." Connect to resource, 1996. http://rave.ohiolink.edu/etdc/view.cgi?acc%5Fnum=osu1261407038.

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Goodman, Keith W. "Joint ventures and competitive advantage measured through performance and innovation| Resource dependence and resource-based perspective." Thesis, Argosy University/Seattle, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3557349.

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Entering into joint ventures for the purpose of addressing resource scarcity and maximizing resources with the goal of increasing competitive advantage has long been an effective strategy for companies in the United States. The question arises as to the value of such an arrangement on the long-term results of joint venture participation, specifically if this alliance strategy influences sustained competitive advantage. This dissertation examined joint ventures for firms involved in defense, technology and aerospace industries using post hoc quantitative analysis of secondary data between 1997 and 2006. This study sought to answer specific research questions to determine if firm performance, research and development intensity, and incremental innovation influences sustained competitive advantage. Results indicated that firm performance was not influenced by joint venture participation. Research and development intensity was influenced; however, results were in the opposite direction of those hypothesized. Incremental innovation among joint venture participants was highly significant for joint venture participation compared to non-participants.

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

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This study examines and describes the perceptions of human resource professionals about their contribution and that of their departments to strategic planning and management. Human resource leaders from organizations with five hundred or more employees in Southern California responded to this survey. The significance of this study is its potential to increase our understanding of the contribution of the human resource function to strategic planning.
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Phan, Dien Dean. "Information systems project management: An integrated resource planning perspective model." Diss., The University of Arizona, 1990. http://hdl.handle.net/10150/185063.

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A major goal of information systems management is to improve the efficiency of the software development process. However, the history of software development is filled with failures, late deliveries, cost overruns, and user dissatisfaction. Ongoing efforts are being made to enhance the processes and techniques used in the management of software projects, but despite the gains that have been made in the past decade, we still lack an understanding of the modern software development process, especially in the area of management and control of environmental resource dependence. The objective of this research has been to study and model the general management strategies, processes, and techniques used in managing software projects from a resource dependence perspective. A survey of the literature and a survey of computer professionals were conducted to gain insight into the problems and opportunities in managing software development projects. Based on the literature and the survey findings, an integrated model for software project management was developed. This model was tested against data collected from a large software development project at a major corporation. Software project management trends were further explored by reviewing the latest development in software project management tools. From the findings of the model test and the review of software tools, a set of opportunities for future research in software project management were suggested.
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Ekelöf, Sofie, Caroline Holmström, and Nathalie Lindberg. "Talang inom Strategisk Human Resource Management." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-85384.

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Although Talent Management (TM) is a well-known concept, there are certain limitations in the area. Primarily it is about talent being an ambiguous concept and that there is currently no clear definition. Furthermore, previous research shows that there are no actual routines on how TM-activities should be designed. The specific contribution from the current study is therefore about identifying the challenges that exists for TM from an employer perspective. The findings we have noticed in the study are mainly derived from the structure of an organisation where there is a certain dynamic between the central management and local units. This makes it difficult to work strategically with TM as the division of responsibility is locally based. Another finding was that the definition of talent should be mutual in order for organisations to be able to handle talents effectively and to design activities that facilitates the work towards the organisation's goals. Thus, this study should be able to support future research in the field of TM by identifying the challenges organisations might face and therefore creating opportunities for better managing or strategically developing the work with TM.
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Celaya, Tracy A. "Cloud-Based Computing and human resource management performance| A Delphi study." Thesis, University of Phoenix, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10004286.

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The purpose of this qualitative study with a modified Delphi research design was to understand the reasons human resource (HR) leaders are slow to implement Cloud-based technologies and potentially identify how Cloud-Based Computing influences human resource management (HRM) and HR effectiveness, and potentially the overall performance of the organization. Business executives and HR leaders acknowledge the effect of technology on business processes and strategies, and the leader's influence on technology implementation and adoption. Cloud-Based Computing is fast becoming the standard for conducting HR processes and HR leaders must be prepared to implement the change effectively. Study findings revealed characteristics demonstrated by HR leaders successfully implementing cloud technology, best practices for successful implementation, factors championing and challenging Cloud-Based Computing adoption, and effects on HRM and organizational performance as a result of using Cloud-Based Computing. The outcomes of this study may provide the foundation of a model for implementing Cloud-Based Computing, a leadership model including characteristics of technology early adopters in HR, and identify factors impeding adoption and may assist HR leaders in creating effective change management strategies for adopting and implementing Cloud-Based Computing. Findings and recommendation from this study will enable HR professionals and leaders to make informed decisions on the adoption of Cloud-Based Computing and improve the effectiveness, efficiency, and strategic capability of HR.

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Havlovic, Stephen Joseph. "The impact of a worker participation process on production and human resource outcomes." The Ohio State University, 1987. http://rave.ohiolink.edu/etdc/view?acc_num=osu1269528766.

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King, Brian. "A multi-method study of venture capital firm strategy: resource dependence, specialization, and deliberate emergence." Thesis, McGill University, 2011. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=96744.

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This thesis investigates what drives strategy at United States venture capital firms. These firms work in a turbulent context, and studying their strategy processes may lend insight into how other organizations can develop strategy under uncertain conditions. Many prior studies of venture capital firm strategy examine how internal knowledge resources influence firm specialization. This thesis views the venture capital firm as one element within a larger system, and examines the influence of other actors—most notably the firm's capital suppliers—on firm strategy. An initial qualitative study of firm strategy processes finds that venture capitalists are bifurcated strategists: they insist on carefully controlled planning for their portfolio companies, while using more emergent strategies on their own behalf. It also finds that capital suppliers constrain the strategies of younger or less powerful firms. A follow-up longitudinal quantitative study combines niche theory and resource dependence theory to understand firm specialization. The findings of these two studies suggest that: (1) as new venture capital firms lack power relative to their capital suppliers, their search is constrained, hence they are impeded from moving to new sectors to take advantage of opportunities; (2) firms that can switch sectors are able to diversify, which may enhance firm survival; and (3) powerful firms are less constrained by their capital suppliers, which allows them to use deliberately emergent strategies. While each study makes individual contributions to our understanding of the venture capital empirical context and the strategy literature, together they highlight an important theoretical link: resource dependence can sometimes constrain firms' search opportunities and, in so doing, can limit their use of emergent strategies.
Cette thèse étudie les antécédents des stratégies des firmes de capital de risque aux États-Unis. Ces firmes travaillent dans un contexte turbulent, et l'étude de leurs processus stratégiques peut nous aider à comprendre comment d'autres organisations peuvent développer une stratégie dans des conditions incertaines. Plusieurs études antérieures de la stratégie des firmes de capital de risque ont examiné comment les connaissances influencent la spécialisation de l'entreprise. Cette thèse considère la société de capital de risque comme un des éléments d'un système plus large, et examine l'influence des autres acteurs, notamment ceux des fournisseurs de capital, sur la stratégie des firmes.Une première étude qualitative des processus de stratégie des firmes de capital de risque démontre que ces dernières sont des « stratégistes bifurquées » : elles insistent sur une planification soigneusement contrôlée pour leurs sociétés de portefeuille, tout en utilisant des stratégies plus émergentes pour leurs propres besoins. Cette étude permet aussi de constater que les fournisseurs de capital limitent les stratégies des firmes de capital de risque jeunes ou moins puissantes. Une deuxième étude longitudinale et quantitative combine les cadres théoriques que sont la niche theory et la resource dependence pour comprendre le processus de spécialisation des firmes.Les résultats de ces deux études suggèrent que : (1) puisque les nouvelles firmes de capital de risque ont moins de pouvoir par rapport à leurs fournisseurs de capital, leur recherche est limitée, ce qui les empêche de passer à de nouveaux secteurs et de profiter d'occasions qui pourraient se présenter; (2) les firmes qui peuvent changer de secteur sont en mesure de se diversifier, ce qui peut améliorer leurs chances de survie, et (3) les firmes puissantes sont moins contraintes par leurs fournisseurs de capital, ce qui leur permet d'utiliser des stratégies « délibérément émergentes ». Ces deux études, en plus d'apporter des contributions individuelles à notre compréhension du contexte empirique de l'industrie de capital de risque et de la littérature en stratégie, mettent en évidence un lien théorique important. En effet, la dépendance des ressources peut parfois contraindre les possibilités de recherche des firmes et, ce faisant, peut limiter l'utilisation de stratégies émergentes.
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Books on the topic "Resource Management and Administration"

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Hess, Michael. Development administration and human resource management. Canberra, Australia: National Centre for Development Studies, Research School of Pacific and Asian Studies, ANU, 1994.

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(Association), MGMA. Human resource management. Englewood, CO: Medical Group Management Association, 2015.

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Craddick, Joyce W. Improving quality and resource management through medical management analysis. Rockville, MD (P.O. Box 2106, Rockville 20852): MMAI, 1987.

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Esmond, Truman H. Budgeting for effective hospital resource management. Chicago, Ill: American Hospital Pub., 1990.

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1944-, Mathis Robert L., and Jackson John Harold, eds. Healthcare human resource management. 2nd ed. Mason, OH: Thomson South-Western, 2007.

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Packwood, Tim. Hospitals in transition: The resource management experiment. Milton Keynes [England]: Open University Press, 1991.

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Ray, Barbara J. Human resource dynamics, administration, and policy: A bibliography. Monticello, Ill: Vance Bibliographies, 1985.

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The human resource function in educational administration. 9th ed. Upper Saddle River, N.J: Pearson Merrill/Prentice Hall, 2008.

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1914-, Castetter William Benjamin, ed. The human resource function in educational administration. 8th ed. Upper Saddle River, N.J: Pearson/Merrill/Prentice Hall, 2004.

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Great Britain. Office of Public Service and Science. Efficiency Unit. Resource management systems. London: H.M.S.O., 1995.

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Book chapters on the topic "Resource Management and Administration"

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Walsh, William F., and Gennaro F. Vito. "Human Resource Management." In Police Leadership and Administration, 214–50. New York, NY : Routledge, 2018.: Routledge, 2018. http://dx.doi.org/10.4324/9781351244435-9.

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Greenblatt, Milton. "Human Resource Management." In Anatomy of Psychiatric Administration, 145–74. Boston, MA: Springer US, 1992. http://dx.doi.org/10.1007/978-1-4757-9179-2_6.

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Gauger, Felix, and Andreas Pfnür. "Coworking Spaces for Public Administration." In Human Resource Management, 45–58. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-62167-4_3.

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Paynter, Macie, Kerri Ferstl, and Ryan O'Leary. "Contracts Administration for HR Practitioners." In Advancing Human Resource Project Management, 238–70. San Francisco: John Wiley & Sons, Inc., 2014. http://dx.doi.org/10.1002/9781118915912.ch10.

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Siegel, John, and Isabella Proeller. "Human Resource Management in German Public Administration." In Public Administration in Germany, 375–91. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-53697-8_21.

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AbstractHuman resource management (HRM) reform has not been the focus of attention in Germany despite its obvious relevance for effective policy implementation. Although there is a general trend worldwide towards convergence between public and private HRM strategies and practices, management of the workforce in German public administration still remains largely traditional and bureaucratic. This chapter describes and analyses German practices regarding the central functions and elements of HRM such as planning, recruitment, training and leadership. Furthermore, it explores the importance and contribution of public service motivation, performance-related pay and diversity management in the context of German practices. The chapter concludes by highlighting some of the major paradoxes of German public HRM in light of current challenges, such as demographic change, digital transformation and organisational development capabilities.
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Reina, Rocco, and Danila Scarozza. "Human Resource Management in the Public Administration." In Organizational Development in Public Administration, 61–101. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-43799-2_3.

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Hazzi, Osama. "Human Resource Management During Wartime." In Global Encyclopedia of Public Administration, Public Policy, and Governance, 1–3. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-319-31816-5_4169-1.

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Zaytseva, Tatiana V. "Human Resource Management in Russia." In Global Encyclopedia of Public Administration, Public Policy, and Governance, 1–9. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-31816-5_2944-1.

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Vyas, Lina. "Outsourcing of Human Resource Management." In Global Encyclopedia of Public Administration, Public Policy, and Governance, 1–6. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-31816-5_2546-1.

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Vyas, Lina. "Outsourcing of Human Resource Management." In Global Encyclopedia of Public Administration, Public Policy, and Governance, 4471–75. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-20928-9_2546.

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Conference papers on the topic "Resource Management and Administration"

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Gábor Krauss, Ferenc. "Development Opportunities of the Human Resource Management in the Hungarian Public Administration Based on the New Government Administration Act." In 24th International Scientific Conference Strategic Management and Decision Support Systems in Strategic Management. University of Novi Sad, Faculty of Economics in Subotica, 2019. http://dx.doi.org/10.46541/978-86-7233-380-0_40.

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Rahyasih, Yayah, and Rasto Rasto. "Resource Management of Higher Education Personnel." In Proceedings of the 2nd International Conference on Research of Educational Administration and Management (ICREAM 2018). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/icream-18.2019.84.

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Eliawati, Titim. "Resource Acquisition in Providing Free Education for Street Children." In 6th International Conference on Educational, Management, Administration and Leadership. Paris, France: Atlantis Press, 2016. http://dx.doi.org/10.2991/icemal-16.2016.19.

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Bukovsky, Tomas. "HUMAN RESOURCES MANAGEMENT IN PUBLIC ADMINISTRATION." In 5th SGEM International Multidisciplinary Scientific Conferences on SOCIAL SCIENCES and ARTS SGEM2018. STEF92 Technology, 2018. http://dx.doi.org/10.5593/sgemsocial2018/1.5/s05.058.

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XU, Yan-qing. "Public administration with collaborative governance—from the perspective of social resource distribution." In 2013 Conference on Education Technology and Management Science. Paris, France: Atlantis Press, 2013. http://dx.doi.org/10.2991/icetms.2013.271.

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Malers, Steven A., Ray R. Bennett, and Catherine Nutting-Lane. "Colorado's Decision Support Systems: Data-Centered Water Resources Planning and Administration." In Watershed Management and Operations Management Conferences 2000. Reston, VA: American Society of Civil Engineers, 2001. http://dx.doi.org/10.1061/40499(2000)153.

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Mohammad, Noor, Mohd Adnan Bin Mahmood, Nor Akhmal bin Abdul Wahab, and Adam bin Idris Adam. "Water resource management and administration in Malaysia: A case study on Melaka City for sustainability." In 2011 International Summer Conference of Asia Pacific Business Innovation and Technology Management (APBITM). IEEE, 2011. http://dx.doi.org/10.1109/apbitm.2011.5996281.

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Landum, Manuel, M. M. M. Moura, and Leonilde Reis. "EVALUATING GREEN IT IN LOCAL ADMINISTRATION." In Fourth International Scientific Conference ITEMA Recent Advances in Information Technology, Tourism, Economics, Management and Agriculture. Association of Economists and Managers of the Balkans, Belgrade, Serbia, 2020. http://dx.doi.org/10.31410/itema.2020.1.

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This work is prompted by the massive use of Information and Communication Technologies, the need for alignment with the business, the concern for integrated management and the need to protect natural resources and the environment. This article aims to present a framework, multidimensional and multidisciplinary, from the perspective of sustainability, in the treatment of Green IT, involving environmental issues and social responsibility, Governance of Information Technologies and Financial Management, in the context of Public Administration, more specifically in local administration. The methodology used is based on the literature review, in the field of thematic, and on a case study in development in local government, in order to analyze the feasibility and suitability with the validation of the framework. The main results obtained in the case study focus on the use of technology allied to Green IT, with theoretical reflexes for environmental quality and with possible cost reduction.
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Sriprasertpap, Khwanying, and Rittichai On-ming. "The Development of Learning Resource Center Administration Management Model, Center for Educational Media and Technology, Thailand." In ICEIT 2019: 2019 8th International Conference on Educational and Information Technology. New York, NY, USA: ACM, 2019. http://dx.doi.org/10.1145/3318396.3318424.

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Panchenko, Volodymyr. "HUMAN RESOURCES MANAGEMENT OF THE HIGHER EDUCATIONAL INSTITUTION." In II International Conference on Academic integrity in public administration and educational institutions. Scientific Center of Innovative Researches OÜ, 2021. http://dx.doi.org/10.36690/apaei-2021-31.

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Reports on the topic "Resource Management and Administration"

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Makarov, Yuri V., Bo Yang, John G. DeSteese, Shuai Lu, Carl H. Miller, Preben Nyeng, Jian Ma, Donald J. Hammerstrom, and Vilanyur V. Vishwanathan. Wide-Area Energy Storage and Management system to Balance Intermittent Resources in the Bonneville Power Administration and California ISO Control Areas. Office of Scientific and Technical Information (OSTI), June 2008. http://dx.doi.org/10.2172/947483.

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Sizemore, James B. Strategic Management of Administrative Support Resources Using Performance Measures. Fort Belvoir, VA: Defense Technical Information Center, February 2009. http://dx.doi.org/10.21236/ada494758.

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Westmoreland, W. C. Administration: Administrative Space Management. Fort Belvoir, VA: Defense Technical Information Center, May 1985. http://dx.doi.org/10.21236/ada401825.

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Author, Not Given. Bonneville Power Administration Generating Resource Acquisition Process. Office of Scientific and Technical Information (OSTI), August 1990. http://dx.doi.org/10.2172/6072483.

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Khan, Amir Ullah. Islam and Good Governance: A Political Economy Perspective. IIIT, October 2020. http://dx.doi.org/10.47816/01.004.20.

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It is readily apparent to everyone that there are multiple and serious concerns that face Muslim societies today. Terrorism, civil strife, poverty, illiteracy, factionalism, gender injustices and poor healthcare are just a few of the challenges to governance across the Muslim world. These are core issues for governance and public administration in any form of government. However, before we can engage with good governance within the context of Islam, we need to be clear what mean by good governance itself. A simple definition of good governance is that of an institutionalised competency of administration and institution leading to efficient resource allocation and management[1]. Another way of looking at it is as a system which is defined by the existence of efficient and accountable institutions[2]. Civil society now tends to look at good governance by way of impact measurement and how a certain set of processes result in a set of measurable and desirable outcomes.
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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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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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Boutros, S., and D. Ward. MPLS Fault Management Operations, Administration, and Maintenance (OAM). Edited by G. Swallow, A. Fulignoli, and M. Vigoureux. RFC Editor, November 2011. http://dx.doi.org/10.17487/rfc6427.

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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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