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Artículos de revistas sobre el tema "Human functional resources"

Autor: Grafiati

Publicado: 7 de junio de 2025

Última modificación: 2 de agosto de 2025

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1

Ardlie, Kristin G., and Roderic Guigó. "Data resources for human functional genomics." Current Opinion in Systems Biology 1 (February 2017): 75–79. http://dx.doi.org/10.1016/j.coisb.2016.12.019.

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2

Fleisher, Craig S., and Gerald A. Schoenfeld. "Functional - level competitive intelligence: Human resources management." Competitive Intelligence Review 2, no. 3 (1992): 2–7. http://dx.doi.org/10.1002/cir.3880020304.

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3

Stegailo, I. V. "VITAFIELD – functional restoration of the human body resources." Bulletin of Russian academy of natural sciences 24, no. 3 (2024): 119–22. http://dx.doi.org/10.52531/1682-1696-2024-24-3-119-122.

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The human body contains nearly all the chemical elements of D.I. Mendeleev’s table. Their interaction affects the functioning of all organs and systems, and the state of human health is directly related to the body’s ability to restore and maintain the balance of chemical elements. One of the fundamental solutions for the complete restoration of the balance of the body, all of its parameters, functions of its organs and systems is the use of a corrector in the form of natural microorganisms bacillus subtilis, which trigger the body’s natural ability to self-heal, and which form the basis of Vi

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4

Voronova, I. V., and O. A. Rasskazova. "Artificial intelligence for human resources management." Entrepreneur’s Guide 17, no. 3 (2024): 82–89. http://dx.doi.org/10.24182/2073-9885-2023-17-3-82-89.

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The study determines the impact of artificial intelligence (AI) on human resources (HR) management. Based on a comparative analysis of three Russian developers of AI applications, the recruitment processes that can currently be implemented with the help of AI were investigated. Comparison of recruiting processes with already existing AI applications will allow understand the extent of AI involvement in HR processes. The purpose of this study is to identify existing AI applications for HR management, in terms of their functional content, and the benefits that HR departments gain from using them

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5

Nasruddin, Nasruddin, Muliyadi Hamid, and Sadly Abdul Djabar. "Developing The Competency of Human Resources Analyst Officials in The Personnel Agency and Human Resources Development." Journal La Bisecoman 5, no. 6 (2025): 1077–90. https://doi.org/10.37899/journallabisecoman.v5i6.2047.

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Human resource management (HRM) is a crucial element in organizational success, particularly in government institutions. This study focuses on the competency development of the functional position of Human Resources Apparatus Analyst (Analis SDM Aparatur) following job realignment at the Civil Service and Human Resource Development Agency (BKPSDM) in Nunukan Regency. The research examines the alignment of employee competencies with job demands and evaluates the effectiveness of existing competency development programs. The study employs a descriptive qualitative method with an inductive analys

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6

Li, Ping Fen, Yuan Xiu Xiang, and Yu Xiang Guo. "Architecture Research and Implementation of Human Resource Management Information System." Advanced Materials Research 926-930 (May 2014): 4150–53. http://dx.doi.org/10.4028/www.scientific.net/amr.926-930.4150.

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The main objective of this paper is to design and implement an accord localized, low price, fully functional, human resource management information system for people to use the habits and characteristics of the situation. Human resources management information system has become service providers, employee care and human resources consultant. Help enterprises to complete the functions of strategic human resource management.

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7

Adewale, Odunayo, Henry, Asa, Kolawole Jayeola, and Agosu,Peter Minasu. "HUMAN RESOURCES AND REGIONAL INTEGRATION." Lagos Journal of Contemporary Studies in Education 2, no. 03 (2024): 153–470. https://doi.org/10.36349/lajocse.2024.v02i03.031.

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This paper being an empirical work assessed Human Resources and Regional Integration especially as it relates to Nigeria and other regional bodies like the Africa Union (AU), the International Labour Organisation (ILO), Organisation of Petroleum Exporting Countries (OPEC). Three research questions were designed for the study expecting responses from participants. The study used survey research design as this design type helps to gather, organize and analyze data obtained from a pool of respondents and generalise its outcome on the larger population. The population for this study comprises all

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8

Tiara, Zenita Dwi, Didit Supriyadi, and Nelly Martini. "Manajemen Sumber Daya Manusia dalam Lembaga Pendidikan." J-MAS (Jurnal Manajemen dan Sains) 8, no. 1 (2023): 450. http://dx.doi.org/10.33087/jmas.v8i1.776.

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Education is a source of progress for a nation, because through education the quality of human resources in a nation can be improved. The demand to improve the quality of education in fact requires educational human resources and other human resources in order to work more optimally. Human resource management education has an important role to improve the quality of education, one of which is the development and improvement of the competence of teachers and principals. Human resource management is a human resource development that has the aim of planning, implementing, recruiting, training, an

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Li, Huijuan, Yinfei Zhao, Yang Li, and Yong Wang. "Turning inward in difficulties: R&D human resource slack, technological diversification, and independent innovation." PLOS ONE 19, no. 6 (2024): e0298453. http://dx.doi.org/10.1371/journal.pone.0298453.

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Independent innovation emphasizes the self-reliance and control of all key links. Slack resources within an organization, especially for innovation, are the critical resources that are controllable for independent innovation. However, existing research still lacks evidence on the areas of slack innovation resources and independent innovation for deeper exploration. This research addresses this gap by providing an empirical analysis of the relationship between R&D human resource slack and firms’ independent innovation. Based on the unbalanced panel data of China’s listed manufacturing firms

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10

Rohana, Siti, Christine Wulandari, and Slamet Budi Yuwono. "Peningkatan Kualitas Dan Kuantitas Sumberdaya Manusia Pada Kesatuan Pengelolaan Hutan Lindung (Kphl) Batutegi Dan Kota Agung Utara Di Provinsi Lampung." Jurnal Sylva Lestari 4, no. 1 (2016): 31. http://dx.doi.org/10.23960/jsl1431-40.

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Sustainable forest management aims to benefit maximum for the prosperity of the people. Achieving sustainable forest management, KPHL should pay attention to human resources (HR) managers. The purpose of the research was carried out in May-June 2014 is charting the quality and quantity of human resources in KPHL Batutegi and KPHL Kota agung Utara in the province of Lampung and drawing up recommendations for efforts to improve the quality and quantity of human resources needed by the KPHL. Data collected by direct observation in the field, interviews and analyzed quantitative and descriptive. R

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11

Nwankwo, Ogonna N. O., Christian Auer, Angela Oyo-Ita, et al. "Human resources for health: a framework synthesis to put health workers at the centre of healthcare." BMJ Global Health 9, no. 9 (2024): e014556. http://dx.doi.org/10.1136/bmjgh-2023-014556.

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BackgroundHuman resources are a key determinant for the quality of healthcare and health outcomes. Several human resource management approaches or practices have been proposed and implemented to better understand and address health workers’ challenges with mixed results particularly in low- and middle-income countries (LMICs). The aim of this framework synthesis was to review the human resources frameworks commonly available to address human resources for health issues in LMIC.MethodsWe searched studies in Medline, Embase, CAB Global Health, CINAHL (EBSCO) and WHO global Index Medicus up to 20

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12

Chlivickas, Eugenijus, Palmira Papšienė, and Arnas Papšys. "HUMAN RESOURCES: STRATEGIC MANAGEMENT ASPECTS." Business, Management and Education 8, no. 1 (2010): 51–65. http://dx.doi.org/10.3846/bme.2010.04.

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The following processes pose challenges for the organization: self-establishment in the market economy, restructuring, globalization, development of techniques and technology, formation of information society, development of a knowledge economy, change of the society economic situation and democratic processes. In the organization which is constantly changing a new approach to the organization is formed. It is viewed as an operating system where company employees, i.e., human resources, become the most important and the most active part of the system, determining the efficiency of the pursuing

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13

Netea, Mihai G., Leo A. B. Joosten, Yang Li, et al. "Understanding human immune function using the resources from the Human Functional Genomics Project." Nature Medicine 22, no. 8 (2016): 831–33. http://dx.doi.org/10.1038/nm.4140.

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14

Abugessaisa, Imad, Jordan A. Ramilowski, Marina Lizio, et al. "FANTOM enters 20th year: expansion of transcriptomic atlases and functional annotation of non-coding RNAs." Nucleic Acids Research 49, no. D1 (2020): D892—D898. http://dx.doi.org/10.1093/nar/gkaa1054.

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Abstract The Functional ANnoTation Of the Mammalian genome (FANTOM) Consortium has continued to provide extensive resources in the pursuit of understanding the transcriptome, and transcriptional regulation, of mammalian genomes for the last 20 years. To share these resources with the research community, the FANTOM web-interfaces and databases are being regularly updated, enhanced and expanded with new data types. In recent years, the FANTOM Consortium's efforts have been mainly focused on creating new non-coding RNA datasets and resources. The existing FANTOM5 human and mouse miRNA atlas was s

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15

BOLOGA, Drd Bogdan, and Prof dr ec Costache RUSU. "MOBILITY AND MIGRATION OF HUMAN RESOURCES." Review of Management and Economic Engineering 19, no. 1 (2020): 72. https://doi.org/10.71235/rmee.178.

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External migration is a strongly conditioned by socio-demographic phenomenon. Starting from defining the concept of "migration" and its operationalization in dimensions and indicators, we will analyze the statistical-descriptive which is the impact of the net average wage on the external migration. Then, we will emphasize the influence of external migration on the phenomenon of aging of the population and on the workforce in Romania, for the period 2007-2017. Until Romania's joining to the EU, when the Romanian economy was certified as having a "functional market economy", the external migrati

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16

Map, Jurnalmap, Achmad Zainuddin, Muninghar ÔÇì, and Fatimah Riswati. "PENGARUH DIKLAT FUNGSIONAL, KOMPETENSI SDM DAN DISIPLIN KERJA TERHADAP PENGEMBANGAN KARIER PERSONEL POLSEK DAU KABUPATEN MALANG." MAP (Jurnal Manajemen dan Administrasi Publik) 3, no. 01 (2020): 38–56. http://dx.doi.org/10.37504/map.v3i01.230.

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ABSTRACT The purpose of this research is 1) to know the simultaneous effect of functional training, human resource competence, and work discipline, to the development of career careers of DAU Police Sub-district of Malang Regency, 2) to know the partial influence of functional training, human resource competence, and work discipline, to the development of career careers of DAU Police Sub-district of Malang Regency, 3) To know the variables that have dominant influence to the development of career careers of DAU District Police Sector Malang. The results showed: 1) simultaneously function

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17

Ostrowska, Teresa, and Tadeusz Krupa. "Determinants of Critical Infrastructure Resources." Foundations of Management 9, no. 1 (2017): 331–46. http://dx.doi.org/10.1515/fman-2017-0025.

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Abstract This article is devoted to the issue of how resources are interpreted in the form of technology reactors that, as a result of unexpected circumstances, turn into pyramidal or avalanche threat dynamics. Counteracting such catastrophic, terrorist, or war situations cannot begin in the face of mass casualties or significant material losses that will require reconstruction and the work of many generations. The decisive factor is the correct long-term operation and management of the economy. The starting point of this article is the concept of resource and structural-functional relationshi

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18

Herrera, Justo, and Daniel M. Miller. "An Emergent Taxonomy of Public Personnel Management: Exploring the Task Environment of Human Resource Managers in Spanish Local Government." Public Personnel Management 47, no. 4 (2018): 445–71. http://dx.doi.org/10.1177/0091026018791965.

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This study presents a taxonomy for public personnel management based on emergent profiles of local human resource managers in Spain. The analysis focuses on the task environments of managers defined by three salient constructs from strategic human resources management research. Specifically, this study looks at the level of participation of human resource managers in strategic-level policy-making processes, vertical and horizontal policy integration, and the flexibility of human resource managers in interpreting and implementing key functions of personnel management (i.e., recruitment, hiring,

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19

Dolganyuk, Vyacheslav, Stanislav Sukhikh, Olga Kalashnikova, et al. "Food Proteins: Potential Resources." Sustainability 15, no. 7 (2023): 5863. http://dx.doi.org/10.3390/su15075863.

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According to the FAO and WHO, half of the world’s population (nearly eight billion people) is protein deficient. Protein deficiency is the most important nutritional problem in the world. Proteins can be animal- (meat and offal, fish, milk, eggs) or plant- (cereals, legumes, oilseeds) based, microbiologically synthesized (from yeast and a variety of bacteria), and synthetic or artificial (produced after amino acid synthesis). Animal proteins are the most expensive. The systematic incorporation of alternative proteins in the human diet is becoming increasingly urgent as global meat costs rise.

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20

Ali, Muzaffar Ahmed, Sherwan Omar Omer, and Zana Majeed Sadiq. "The Role of Information System Efficiency Human Resources in the Strategic Practices of Human Resources Management." Iraqi Administrative Sciences Journal 2, no. 2 (2018): 219–33. http://dx.doi.org/10.33013/iqasj.v2n2y2018.pp219-233.

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The objective of the research is to analyze the relationship between organizational strength and functional entanglement and its impact on achieving strategic objectives at the level of the research sample. This is based on the model of default after taking into account the nature of the relations between the variables of research and their dimensions represented by the organizational force (structural strength, Emotional, cognitive and behavioral immersion in the achievement of strategic objectives that include their dimensions (innovation, productivity, social responsibility). Two main hypot

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21

Sitinjak, Alusiana, Prihatin Lumbanraja, and Hamdani Harahap. "An Analysis of Human Resource Needs for the Functional Position of Goods/Services Procurement Manager in the Ministry of Agrarian and Spatial Planning/National Land Agency." International Journal of Research and Review 10, no. 7 (2023): 902–17. http://dx.doi.org/10.52403/ijrr.202307104.

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Human resources serve as a cornerstone for the continuity of an organization or company, emphasizing the importance of human resource planning to overcome challenges in the human resources domain and achieve organizational objectives. The purpose of this study is to analyze the ideal number of human resources needed for the Functional Position of Goods/Services Procurement Manager in the Ministry of Agrarian Affairs and Spatial Planning/National Land Agency. The method used in this study is qualitative research, which is used to investigate natural object conditions (as opposed to experiments)

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22

Anis Fitria, Anniez Rachmawati Musslifah, and Faqih Purnomosidi. "Manajemen Sumber Daya Manusia Hijau (Green HRM): Tren Penting Untuk Mendukung Kinerja Berkelanjutan." Jurnal Riset dan Inovasi Manajemen 2, no. 2 (2024): 18–31. http://dx.doi.org/10.59581/jrim-widyakarya.v2i2.3091.

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Amid the issue of increasing environmental damage due to production processes, green resource management is needed to minimize these conditions. Green resource management is a company policy in managing human resources sustainably by involving environmental aspects to preserve nature in company management. The increasing role of sustainable development leads to the implementation of environmental issues into the mission, goals, and policies of companies in all functional areas, including human resource management (HRM). This research is a qualitative descriptive study. Descriptive research is

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23

Shouran, Zaied, and Dhakir Abbas Ali. "Artificial Intelligence and the Future of Work: Empirical Insights from Human Resource Management in Libya." Journal of International Conference Proceedings 7, no. 5 (2025): 1170–80. https://doi.org/10.32535/jicp.v7i5.3934.

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Human resources (HR) and artificial intelligence (AI) have been the subject of numerous studies. This study looks at how the development of artificial intelligence and improvements in the oil sector affect human resource management. AI may be used by human resources (HR) professionals in recruiting and employee evaluations. By polling 200 HR experts from various Libyan oil businesses, the study aims to ascertain if the inventiveness and usability of HR operations influence the interaction between artificial intelligence and human resource functions in the Libyan oil sector. The hypothesis that

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24

Johnson, Lester W. "CHROME: An Approach To Teaching The Concept Of Inter-Functional Cooperation In Services Organizations." American Journal of Business Education (AJBE) 3, no. 4 (2010): 19–20. http://dx.doi.org/10.19030/ajbe.v3i4.408.

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When teaching a services course (e.g., Services Marketing) it is essential that students understand that marketing/management, operations and human resource management within the service organization be fully coordinated. One useful acronym used to remind students of this need is “CHROME”, standing for Communications, Human Resources, Operations, Marketing and Everyone. It is easy for students to remember and leads to a discussion of “CHROME”ing.

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Кибанов and Ardalon Kibanov. "Theoretical Basics for Building Economical and Effective Systems of Human Resources Management in Organizations." Management of the Personnel and Intellectual Resources in Russia 3, no. 5 (2014): 43–47. http://dx.doi.org/10.12737/5793.

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We continue publishing lectures on new Bachelor’s program – Economics of Human Resources Management. The article studies classifi cation and essence of elements of organizational economic mechanism of human resources management, and components and essence of functional target model of human resources management of an organization, which is the major source of building economical and eff ective systems of human resources management.

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26

Wang, Zhongming, and Zhi Zang. "Strategic human resources, innovation and entrepreneurship fit." International Journal of Manpower 26, no. 6 (2005): 544–59. http://dx.doi.org/10.1108/01437720510625458.

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PurposeStrategic human resource management (SHRM) is seen as crucial for innovation and entrepreneurship in China. An empirical research was carried out to investigate main dimensions of the model of human resources management (HRM), practices and their effects on organisational performance in relation to innovation and entrepreneurship.Design/methodology/approachThe research has two parts. The first part is a field survey on human resource management practices and its main dimensions. The study was conducted in the Chinese local companies and joint ventures across different partnerships. The

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27

Takahashi, Yusuke, and Ichiro Kobayashi. "Systemic-Functional Context-Sensitive Text Generation in the Framework of Everyday Language Computing." Journal of Advanced Computational Intelligence and Intelligent Informatics 10, no. 6 (2006): 791–801. http://dx.doi.org/10.20965/jaciii.2006.p0791.

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The present text generator using resources based on Systemic Functional Linguistics (SFL). Resources are compiled in a database called the Semiotic Base, which deals with language in context. In contrast to previous SFL-based text generation systems, our comprehensive proposal contains the Context Base, which deals with context surrounding text, and covers all strata, from context to expression. Its text generation process maximizes the use of the Semiotic Base resources, i.e., system networks dealing with linguistic features. Our text generation system is resource-driven, draws heavily on inf

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Morikawa, Toshio. "Bio-Functional Natural Products in Edible Resources for Human Health and Beauty." Molecules 27, no. 16 (2022): 5060. http://dx.doi.org/10.3390/molecules27165060.

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Calvard, Thomas Stephen, and Debora Jeske. "Cross-Functional Reorganization: Human Resources, Information Technology, and Big Data Analytics (WITHDRAWN)." Academy of Management Proceedings 2017, no. 1 (2017): 12819. http://dx.doi.org/10.5465/ambpp.2017.12819abstract.

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30

Mikhalkina, Daria, and Anastasia Nikitaeva. "Conceptualization of Digital Strategies for Human Resource Development: Regional Aspect." Regionalnaya ekonomika. Yug Rossii, no. 2 (May 2023): 82–95. http://dx.doi.org/10.15688/re.volsu.2023.2.8.

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Currently, the success of digital transformation of the economy is largely determined by the way in which the development of human resources is carried out. In accordance with this, the article substantiates the importance of developing and implementing digital strategies for human resources’ development. Based on the categorical analysis, the essence and key components of the concept of “human resources” are determined. With the use of scientometric analysis, a network and heat map for the subject field of research were made, the main clusters of research on the issues of digital strategies f

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31

Barrales-Molina, Vanesa, Francisco Javier Llorens Montes, and Leopoldo J. Gutierrez-Gutierrez. "Dynamic capabilities, human resources and operating routines." Industrial Management & Data Systems 115, no. 8 (2015): 1388–411. http://dx.doi.org/10.1108/imds-02-2015-0058.

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Purpose – The purpose of this paper is to explain the outcomes and role of dynamic capabilities (DCs). To explain the outcomes, the authors study the relationship between new product development (NPD) (an example of DCs) and metaflexibility. To explain the role of DCs, the authors study how human resources and operating routines moderate the role of DCs in achieving adaptation in the firm. Design/methodology/approach – Using data from 200 managers of Spanish firms, the authors apply regression analysis to test the moderating role of human resources and operating routines in the relationship be

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32

Rahmawati, Novita Dina, and Rofi'athul Dwi Cahyani. "Human Resource Planning at Baitul Maal Wat Tamwil." Journal of Economic, Religious, and Entrepreneurship (JoERE) 2, no. 1 (2024): 46–54. http://dx.doi.org/10.60046/joere.v2i1.60.

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Human resource planning is the process of analyzing and identifying needs and availability to achieve goals. In Human Resource planning there are 2 components, namely needs and availability. Need is determining the number, skills, and location of employees who will be needed in the future to achieve organizational or company goals, while availability is determining whether the company will be safe if it is controlled by employees with the required expertise. Human Resource Planning in general is systematic planning to estimate employee needs and the availability of human resources in the futur

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Harryono, Sumadji. "MANAJEMEN AUDIT SUMBER DAYA MANUSIA UNTUK MENCAPAI PENINGKATAN KINERJA MANAJEMEN." BISMA (Bisnis dan Manajemen) 9, no. 2 (2018): 109. http://dx.doi.org/10.26740/bisma.v9n2.p109-118.

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The purpose, was to determine and ensure that the programs / activities of HR was effective, economical, and efficient as well as ensuring compliance with various program / activity against the human resources laws, regulations and policies applicable in the company. Methods used include library research by studying books, scientific journals, and literature that is closely related to the subject matter of the thesis as well as field research by interviewing the relevant parts of the company's activities and observations, questionnaires and documents human resources related. Human resource aud

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Romanov, Maksim. "Priority technologies for the adoption of digitalised human resources management in hospitality industry." SHS Web of Conferences 110 (2021): 02011. http://dx.doi.org/10.1051/shsconf/202111002011.

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The intensification of digital transformations in human resources management involves the creation of innovative products and service solutions that can improve the management efficiency and develop the information infrastructure. The article identifies and substantiates the priority tools and technologies for the adoption of digitalised human resource management in the hospitality industry and describes the complex of HR metrics made up by the author for the key areas of personnel processes in the hospitality businesses and including the following main metrics: HR automation, HR analytics, HR

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Nwosu, Rev. Sr. Dr., and Ogochukwu Honorata. "Human and Financial Resource Management: Tools for Effective Implementation of Entrepreneurship Education in Universities in Nigeria." International Journal of Research 11, no. 4 (2024): 70–84. https://doi.org/10.5281/zenodo.10959825.

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<em>Entrepreneurship education is one aspect of Nigeria education system that is expected to make the citizens live a functional and fulfilling life after graduation. This paper is on human and financial resource management: tools for effective implementation of entrepreneurship education in universities in Nigeria.The paper looked at the general concept of entrepreneurship education, its importance to both students and the society. The objectives of entrepreneurship education as enshrined in the national policy on education (2013) were highlighted, the concept of human and material resources

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Natalina Sibarani, Dyna Rahayu, Nuraini Taraigan, Amini Amini, Heldy Petra Meliala, Aswinta Ketaren, and Rusnita Simanjuntak. "Peran Manajemen Sumber Daya Manusia Dalam Pendidikan." Journal Of Administration and Educational Management (ALIGNMENT) 6, no. 1 (2023): 84–92. http://dx.doi.org/10.31539/alignment.v6i1.5075.

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This study aimed to determine the role of human resource management in education. Management comes from the English word to manage, which means to organize, manage or manage. According to the term, management is the process of coordinating work activities so that they can be completed efficiently and effectively with and through other people. Based on the above, management is a way to organize or even manage something to get excellent and maximum results and get the job done optimally. Human Resources can be observed in two aspects, namely quality, and quantity. Quantity concerns the number of

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Zaharov, N., S. Malyavin, A. Legostev, and S. Shelonaev. "Mission of the Human Resources Management Chair." Management of the Personnel and Intellectual Resources in Russia 11, no. 1 (2022): 5–8. http://dx.doi.org/10.12737/2305-7807-2022-11-1-5-8.

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The article discusses the mission of the departments of personnel management in universities of the country. The author pays attention to the significance of the mission of the structural unit in the organization, its “weight”. He notes that there are units whose activities are directly related to the reputation of the organization, therefore, such a structural unit has a special responsibility both to the organization itself and to the public. The mission of such a unit is the essence of the synthetic unity of the functional responsibilities of the unit itself and the mission of the organizat

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38

Petrenko, Victor, and Roman Psiuk. "Management of functionaries' development of the enterprise management system by application of the criteria experts assessment by method of functional reliability." Economics, Management and Sustainability 3, no. 1 (2018): 58–64. https://doi.org/10.14254/jems.2018.3-1.5.

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Emphasis on the importance and necessity of human resources management at the enterprise is made. It was emphasized that special attention should be paid to the evaluation of managers, in particular the characteristics of their functional suitability. The functional characteristics of the company's managers, necessary for the accomplishing of tasks, are highlighted. The expediency of research and of the managers' behavior evaluation results at the enterprise was substantiated in order to form such characteristics of its activity that would contribute to the achievement of the strategic

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Deng, Hua, and Haiying Huang. "Construction of Human Resource Management System Based on Enterprise Data Analysis Model." Scientific Programming 2022 (May 16, 2022): 1–11. http://dx.doi.org/10.1155/2022/7381580.

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With the development of social economy and the increasing maturity of information technology, we should actively explore and carry out digital transformation practice in the field of human resources to achieve accurate, scientific, and standardized management of the core management affairs of enterprises, in order to meet the needs of enterprises for human resource management and help enterprises to bring human resource management into the development channel of data. This design uses the human resource data analysis method and designs the human resource data analysis model that meets the actu

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Li, Hui. "The Development of a Human Resource Management System." Advanced Materials Research 926-930 (May 2014): 4020–23. http://dx.doi.org/10.4028/www.scientific.net/amr.926-930.4020.

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This paper mainly introduces the analysis, design and implementation of human resources management system. To the characteristics of Human Resources Management, we make a trade off aspects of architecture, system design analysis, databases design and data exchange with other systems. The purpose is to establish a system with soundly security, flexibility to expand, facilitate the maintenance. Firstly, we discuss the basis of the theory and knowledge of the corporate human resources management system; and then targeted human resources management system itself to the outside business system inte

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Zhu, Kun. "Toward a systemic functional framework for the multimodal analysis of meaning reconstruction." Across Languages and Cultures 25, no. 1 (2024): 149–70. http://dx.doi.org/10.1556/084.2023.00289.

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AbstractIn recent decades, there has been a growing interest in multimodal translation studies. However, there is currently no suitable framework available for analyzing how the original meaning is reconstructed through the interaction of various semiotic resources in the multimodal target text. Under this context, this article proposes a systemic functional framework that integrates the systems of the meaning potential of semiotic resources, including language, sound (human voice), objects, space, and semiotic ensembles of the human body, and a tripartite classification of the relationships b

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Kapoor, Bhushan, and Yaggeta Kabra. "Current and Future Trends in Human Resources Analytics Adoption." Journal of Cases on Information Technology 16, no. 1 (2014): 50–59. http://dx.doi.org/10.4018/jcit.2014010105.

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While many organizations use business intelligence and analytics in business functions including Supply Chain, Finance, Accounting and Marketing, they have taken little advantage of this in the Human Resources (HR) management area. Seeing tremendous opportunities in the use of analytics, businesses are taking big measures, such as creating a culture of making critical decisions validated by data driven approaches and hiring analytics professionals in areas that promises high rates of return. Experts continue to emphasize the importance of analytics for HR to transform itself into a more effect

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Suzuki, Yutaka, and Sumio Sugano. "Functional Analyses of the Human Genome Based on Large-Scale Fulllength cDNA Resources." Current Genomics 6, no. 4 (2005): 269–91. http://dx.doi.org/10.2174/1389202054395964.

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King, Albert S., and Terrence R. Bishop. "Functional Requisites of Human Resources: Personnel Professionals' and Line Managers' Criteria for Effectiveness." Public Personnel Management 20, no. 3 (1991): 285–98. http://dx.doi.org/10.1177/009102609102000303.

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Eisenstat, Russell A. "What corporate human resources brings to the picnic: Four models for functional management." Organizational Dynamics 25, no. 2 (1996): 7–22. http://dx.doi.org/10.1016/s0090-2616(96)90022-4.

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MORAWETZ, CARMEN, PETRA HOLZ, JUERGEN BAUDEWIG, STEFAN TREUE, and PETER DECHENT. "Split of attentional resources in human visual cortex." Visual Neuroscience 24, no. 6 (2007): 817–26. http://dx.doi.org/10.1017/s0952523807070745.

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Visual spatial attention has been described as a process that favors the processing of sensory information that falls into the “spotlight of attention.” Recent studies have provided support for an ability to split this attentional focus to selectively process spatially separate locations. Using functional magnetic resonance imaging, the signature for the presence of multiple spotlights is the presence of multiple retinotopically specific foci of activation in striate and extrastriate visual areas. We used this approach to investigate the presence of such separable activations as a function of

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Gunawan Aji, Eef Saifullah, Nikita Norma Balistik, Amelia Nabila, and Intan Nurul Hidayatul Afiyah. "Analisis Strategi Fungsional Sumber Daya Manusia dan Pemasaran." Jurnal Riset dan Inovasi Manajemen 1, no. 2 (2023): 107–15. http://dx.doi.org/10.59581/jrim-widyakarya.v1i2.301.

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The purpose of this research is to define marketing, human resources, and functional strategies. Marketing managers will be guided by this marketing functional level plan as they decide who will sell what, to whom, where, how much, and how. On the other hand, the role and purpose of marketing is to help a business achieve its goals by placing goods and services profitably in the market. This research approach is qualitative, namely research that is natural and produces descriptive information. In this study, information was collected through a research literature study from journals, books, th

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Al-Qudah, Shaker, Abdallah Mishael Obeidat, Hosam Shrouf, and Mohammed A. Abusweilem. "The impact of strategic human resources planning on the organizational performance of public shareholding companies in Jordan." Problems and Perspectives in Management 18, no. 1 (2020): 219–30. http://dx.doi.org/10.21511/ppm.18(1).2020.19.

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Performance management (PM) is a common practice used by organizations to assess and manage employees’ work. Much of PM research is closely related to management practices. Corporations in the public and nonprofit sector continuously develop PM programs to ensure the sustainability of their organizations. The study aims to analyze the impact of strategic human resources planning on the organizational performance of Jordanian public shareholding companies for senior management and functional unit managers (human resources, marketing, finance, and accounting). The researchers surveyed all the pu

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Adllaleh, Mohammad, Abolfazl Moghadam, Nabiolah Mohammadi, and Homa Doroudi. "Exploring Human Resource Auditing Components for Performance Evaluation." Management Strategies and Engineering Sciences 6, no. 3 (2024): 42–51. https://doi.org/10.61838/msesj.6.3.4.

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The internal auditing profession in Iran is currently going through a genuine maturation phase, marked by the pivotal release of the internal control guidelines published by the Securities and Exchange Organization. A significant portion of the cultural groundwork is still in its initial stages, and the understanding of internal auditing, along with the expectations of managers regarding internal audits, has been effectively clarified and explained. In this context, the present study delves into the components of human resource auditing in relation to performance evaluation. The research utili

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Wang, Julia, Rami Al-Ouran, Yanhui Hu, et al. "MARRVEL: Integration of Human and Model Organism Genetic Resources to Facilitate Functional Annotation of the Human Genome." American Journal of Human Genetics 100, no. 6 (2017): 843–53. http://dx.doi.org/10.1016/j.ajhg.2017.04.010.

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