Abstract: This case study aims to identify teachers’ perception as regards integrity in School-Ba sed Assessment (PBS) practice. This descriptive study involved 9 teachers from 4 secondary schools in 3 districts in the state of Perak. The respondents had undergone an integrity in PBS Practice interview using a focused group discussion method. The overall findings showed that the teachers believed that integrity in PBS practice could be achieved by adjusting the teaching methods align with learning objectives and the students’ characteristics. Many teachers, parents and student did not understand the best practice of PBS. This would affect the integrity in PBS practice. Teachers did not emphasis the principles and ethics. Their integrity as an innovative public servant may also be affected with the frequently changing assessment system, lack of training and no prior action research. The analysis of findings showed that the teachers viewed that organizational integrity involving the integrity of PBS was difficult to be implemented based on the expectations determined by Malaysia Ministry of Education (KPM). A few elements which assisted in the achievement of PBS integrity were the training, students’ understanding, the parents’ understanding of PBS, environment (involving human resources such as support and appreciation and non-human resources such as technology infrastructure readiness and media). The implications of this study show that teachers, as the PBS implementers, have a strong influence on the integrity of PBS. However, the transformation of behavior involving PBS integrity among teachers requires the stabilisation of support and infrastructure in order to enable the teachers to implement PBS in an ethical manner.
Abstract: In Singapore, talent retention is one of the most persistent and real issue companies have to grapple with due to the tight labour market. Being resource-scarce, Singapore depends solely on its talented pool of high quality human resource to sustain its competitive advantage in the global economy. But the complex and multifaceted nature of turnover phenomenon makes the prescription of effective talent retention strategies in such a competitive labour market very challenging, especially when it comes to monetary incentives, companies struggle to answer the question of “How much is enough?” By examining the interactive effects of perceived alternative employment opportunities, annual salary and satisfaction with compensation on the turnover intention of 102 Singapore Professionals, Managers, Executives and Technicians (PMET) through correlation analyses and multiple regressions, important insights into the psyche of the Singapore talent pool can be drawn. It is found that annual salary influence turnover intention indirectly through mediation and moderation effects on PMET’s satisfaction on compensation. PMET are also found to be heavily swayed by better external opportunities. This implies that talent retention strategies should not adopt a purely monetary based blanket approach but rather a comprehensive and holistic one that considers the dynamics of prevailing market conditions.
Abstract: Automatic program generation saves time, human resources, and allows receiving syntactically clear and logically correct modules. The 4-th generation programming languages are related to drawing the data and the processes of the subject area, as well as, to obtain a frame of the respective information system. The application can be separated in interface and business logic. That means, for an interactive generation of the needed system to be used an already existing toolkit or to be created a new one.
Abstract: Critical success factors (CSFs) and the criteria to measure project success have received much attention over the decades and are among the most widely researched topics in the context of project management. However, although there have been extensive studies on the subject by different researchers, to date, there has been little agreement on the CSFs. The aim of this study is to identify the CSFs that influence the performance of construction projects, and determine their relative importance for different objectives across five stages in the project life cycle. A considerable literature review was conducted that resulted in the identification of 179 individual factors. These factors were then grouped into nine major categories. A questionnaire survey was used to collect data from three groups of respondents: client representatives, consultants, and contractors. Out of 164 questionnaires distributed, 93 were returned, yielding a response rate of 56.7%. Using the mean score, relative importance index, and weighted average method, the top 10 critical factors for each category were identified. The agreement of survey respondents on those categorised factors were analysed using Spearman’s rank correlation. A one-way analysis of variance was then performed to determine whether the mean scores among the various groups of respondents were statistically significant. The findings indicate the most CSFs in each category in procurement phase are: proper procurement programming of materials (time), stability in the price of materials (cost), and determining quality in the construction (quality). They are then followed by safety equipment acquisition and maintenance (health and safety), budgeting allowed in a contractual arrangement for implementing environmental management activities (environment), completeness of drawing documents (productivity), accurate measurement and pricing of bill of quantities (risk management), adequate communication among the project team (human resource), and adequate cost control measures (client satisfaction). An understanding of CSFs would help all interested parties in the construction industry to improve project performance. Furthermore, the results of this study would help construction professionals and practitioners take proactive measures for effective project management.
Abstract: In order to understand whether there is a better than the
learning function of learning methods and improve the CAD Courses
for enterprise’s design human resource development, this research is
applied in learning practical learning computer graphics software. In
this study, Revit building information model for learning content,
design of two different modes of learning curriculum to learning,
learning functions, respectively, and project learning. Via a post-test,
questionnaires and student interviews, etc., to study the effectiveness
of a comparative analysis of two different modes of learning. Students
participate in a period of three weeks after a total of nine-hour course,
and finally written and hands-on test. In addition, fill in the
questionnaire response by the student learning, a total of fifteen
questionnaire title, problem type into the base operating software,
application software and software-based concept features three
directions. In addition to the questionnaire, and participants were
invited to two different learning methods to conduct interviews to
learn more about learning students the idea of two different modes.
The study found that the ad hoc short-term courses in learning, better
learning outcomes. On the other hand, functional style for the whole
course students are more satisfied, and the ad hoc style student is
difficult to accept the ad hoc style of learning.
Abstract: Our purpose is to investigate how the relationship
between employees and innovation management processes can drive
organizations to successful innovations. This research is deeply
related to a new way of thinking about human resources management
practices. It’s not simply about improving the employees’
engagement, but rather about a different and more radical
commitment: the employee can take on the role traditionally played
by the customer, namely to become the first tester of an innovative
product or service, the first user/customer and eventually the first
investor in the innovation. This new perception of employees could
create the basis of a novelty in the innovation process where
innovation is taken to a next level when the problems with customer
driven innovation on the one hand, and employees driven innovation
on the other can be balanced. This research identifies an effective
approach to innovation where the employees will participate
throughout the whole innovation process, not only in the idea
creation but also in the idea definition and development by giving
feedback in parallel to that provided by customers and lead-users.
Abstract: The process of human resources management in the structures of corporate groups demonstrates certain specificity, resulting from the division of decision-making and executive competencies, which occurs within these structures between a parent company and its subsidiaries. The subprocess of employee assessment is considered crucial, since it provides information for the implementation of personnel function. The empirical studies conducted in corporate groups, within which at least one company is located in Poland, confirmed the critical significance of employee assessment systems in the process of human resources management in corporate groups. Parent companies, most often, retain their decision-making authority within the framework of the discussed process and introduce uniform employee assessment and personnel controlling systems to subsidiary companies. However, the instruments for employee assessment applied in corporate groups do not present such specificity.
Abstract: This study aims to investigate the relationships
between human resource management and entrepreneurship in the
view of owner-managers and employees, and among employees with
in the SME in Thailand. The research method used qualitative
method to confirm the phenomenology interest with top management
position which women are regarding their career path by using
purposive sampling method. The results showed that human
resources management has positive relate with the corporate
entrepreneurship are including the recruitment process, training
worker, professional career development and reward system impact
to entrepreneur’s knowledge and innovation of corporate
entrepreneurship in respectively to bring a very reliable way. Then,
the key informant suggested that women’s career experiences
predisposed them to find an alternative route for entrepreneurship,
despite having achieved top management. The understanding factors
that successfully contribute to the development of women
entrepreneurs from career development perspective are critical
endeavour for any type of organization as well.
Abstract: The authors conducted a study for the sample size of
75 HR managers from an Indian IT company through systematic
sampling method. This study identifies that the female employees are
facing lesser conflict than the male employees against their managers
within the organization. There is a positive correlation between
gender and conflict management with the superior towards the work.
There is a significant variance between age and response towards
appraisal system, succession planning and employee engagement.
The education qualification plays a major role in determining the
compensation factor for the employees working in the organization.
The study determines the impact of demographic profile on strategic
HRM practices and its challenges faced by HR managers in IT firm,
India.
Abstract: Research Objectives: The roles and activities of
Human Resource Management (HRM) have changed a lot in the past
years. Driven by a changing environment and therefore new business
requirements, the scope of human resource (HR) activities has
widened. The extent to which these activities should focus on
strategic issues to support the long term success of a company has
been discussed in science for many years. As many economies of
Central and Eastern Europe (CEE) experienced a phase of transition
after the socialist era and are now recovering from the 2008 global
crisis it is needed to examine the current state of HR positioning.
Furthermore a trend in HR work developing from rather
administrative units to being strategic partners of management can be
noticed. This leads to the question of better understanding the
underlying competencies which are necessary to support
organisations. This topic was addressed by the international study
“HR Competencies in international comparison”. The quantitative
survey was conducted by the Institute for Human Resources &
Organisation of FHWien University of Applied Science of WKW (A)
in cooperation with partner universities in the countries Bosnia-
Herzegovina, Croatia, Serbia and Slovenia. Methodology: Using the
questionnaire developed by Dave Ulrich we tested whether the HR
Competency model can be used for Austria, Bosnia and Herzegovina,
Croatia, Serbia and Slovenia. After performing confirmatory and
exploratory factor analysis for the whole data set containing all five
countries we could clearly distinguish between four competencies. In
a further step our analysis focused on median and average
comparisons between the HR competency dimensions. Conclusion:
Our literature review, in alignment with other studies, shows a
relatively rapid pace of development of HR Roles and HR
Competencies in BCSS in the past decades. Comparing data from
BCSS and Austria we still can notice that regards strategic orientation
there is a lack in BCSS countries, thus competencies are not as
developed as in Austria. This leads us to the tentative conclusion that
HR has undergone a rapid change but is still in a State of Transition
from being a rather administrative unit to performing the role of a
strategic partner.
Abstract: Construction and reconstruction of settlements and
individual municipalities, environmental management and the
creation, deployment of the forces of production and building
transport and technical equipment requires a large expenditure of
material and human resources. That is why the economic aspects of
the majority decision in these planes built in the foreground and are
often decisive. Thereby but more serious is that the economic aspects
of the settlement, the creation and function remain in their whole,
unprocessed, and cannot speak of a set of individual techniques and
methods traditional indicators and experiments with new approaches.
This is true both at the level of the national economy, and in their
own urban designs. Still a few remain identified specific economic
shaping patterns of settlement and the less it is possible to speak of
their control. Also practical assessing economics of specific solutions
are often used non-apt indicators in addition to economics usually
identifies with the lowest acquisition cost or high-intensity land use
with little regard for functional efficiency and little studied much
higher operating and maintenance costs".
Abstract: Rapid growth of Information Technologies (IT) has
had huge influence on enterprises, and it has contributed to its
promotion and increasingly extensive use in enterprises. Information
Technologies have to a large extent determined the processes taking
place in an enterprise; what is more, IT development has brought the
need to adopt a brand new approach to human resources management
in an enterprise. The use of IT in human resource management
(HRM) is of high importance due to the growing role of information
and information technologies. The aim of this paper is to evaluate the
use of information technologies in human resources management in
enterprises. These practices will be presented in the following areas:
recruitment and selection, development and training, employee
assessment, motivation, talent management, personnel service.
Results of conducted survey show diversity of solutions applied in
particular areas of human resource management. In the future, further
development in this area should be expected, as well as integration of
individual HRM areas, growing mobile-enabled HR processes and
their transfer into the cloud. Presented IT solutions applied in HRM
are highly innovative, which is of great significance due to their
possible implementation in other enterprises.
Abstract: Purpose: The study aimed to assess the depressant or
antidepressant effects of several Nonsteroidal Anti-Inflammatory
Drugs (NSAIDs) in mice: the selective cyclooxygenase-2 (COX-2)
inhibitor meloxicam, and the non-selective COX-1 and COX-2
inhibitors lornoxicam, sodium metamizole, and ketorolac. The
current literature data regarding such effects of these agents are
scarce.
Materials and methods: The study was carried out on NMRI mice
weighing 20-35 g, kept in a standard laboratory environment. The
study was approved by the Ethics Committee of the University of
Medicine and Pharmacy „Carol Davila”, Bucharest. The study agents
were injected intraperitoneally, 10 mL/kg body weight (bw) 1 hour
before the assessment of the locomotor activity by cage testing (n=10
mice/ group) and 2 hours before the forced swimming tests (n=15).
The study agents were dissolved in normal saline (meloxicam,
sodium metamizole), ethanol 11.8% v/v in normal saline (ketorolac),
or water (lornoxicam), respectively. Negative and positive control
agents were also given (amitryptilline in the forced swimming test).
The cage floor used in the locomotor activity assessment was divided
into 20 equal 10 cm squares. The forced swimming test involved
partial immersion of the mice in cylinders (15/9cm height/diameter)
filled with water (10 cm depth at 28C), where they were left for 6
minutes. The cage endpoint used in the locomotor activity assessment
was the number of treaded squares. Four endpoints were used in the
forced swimming test (immobility latency for the entire 6 minutes,
and immobility, swimming, and climbing scores for the final 4
minutes of the swimming session), recorded by an observer that was
„blinded” to the experimental design. The statistical analysis used the
Levene test for variance homogeneity, ANOVA and post-hoc
analysis as appropriate, Tukey or Tamhane tests.
Results: No statistically significant increase or decrease in the
number of treaded squares was seen in the locomotor activity
assessment of any mice group. In the forced swimming test,
amitryptilline showed an antidepressant effect in each experiment, at
the 10 mg/kg bw dosage. Sodium metamizole was depressant at 100
mg/kg bw (increased the immobility score, p=0.049, Tamhane test),
but not in lower dosages as well (25 and 50 mg/kg bw). Ketorolac
showed an antidepressant effect at the intermediate dosage of 5
mg/kg bw, but not so in the dosages of 2.5 and 10 mg/kg bw,
respectively (increased the swimming score, p=0.012, Tamhane test).
Meloxicam and lornoxicam did not alter the forced swimming
endpoints at any dosage level.
Discussion: 1) Certain NSAIDs caused changes in the forced
swimming patterns without interfering with locomotion. 2) Sodium
metamizole showed a depressant effect, whereas ketorolac proved
antidepressant. Conclusion: NSAID-induced mood changes are not
class effects of these agents and apparently are independent of the
type of inhibited cyclooxygenase (COX-1 or COX-2).
Disclosure: This paper was co-financed from the European Social
Fund, through the Sectorial Operational Programme Human Resources Development 2007-2013, project number POSDRU /159
/1.5 /S /138907 "Excellence in scientific interdisciplinary research,
doctoral and postdoctoral, in the economic, social and medical fields
-EXCELIS", coordinator The Bucharest University of Economic
Studies.
Abstract: The emerging markets of post-USSR countries have
attracted Western multinational companies; however, weak
institutions and unstable host country environments have hindered the
implementation of successful management practices. The Ukrainian
market, in light of recent events, is particularly interesting to study
for its compatibility with Western businesses. This paper focuses on
factors that can facilitate or inhibit the transfer of human resource
management practices from Western headquarters to Ukrainian
subsidiaries. To explain the national context’s effects better, a
business systems approach has been applied to a qualitative study of
16 wholly owned Western subsidiaries, dissecting the reasons for a
weak integration of Western practices in Ukraine. Results show that
underdeveloped institutions have forced companies to develop
additional practices that compensate for national weaknesses, as well
as to adjust to a constantly changing environment. Flexibility and
local responsiveness were observed as vital for success in Ukraine.
Abstract: Within the framework of this research, the regulatory
documents, which are in force in relation to this industry, were
analyzed. The main attention is turned to their modernization and
necessity of their compliance with European standards.
It is a current issue to direct the efforts of state policy on support
of business by implementing infrastructural projects, as well as by
development of human resources, which may be possible by
supporting the relevant higher and vocational studying-educational
programs.
Abstract: We are facing serious problems related to long-term
depopulation and an aging society with a falling birth rate in Japan. In
this situation, we are suffering from a shortfall in human resources as
well as a shortage of workforce in rural regions. In addition, we are
struggling with a protracted economic slump and excess concentration
of population in the Tokyo Metropolitan area. It is an urgent national
issue to consider how to live in this country and what kind of structure
of society and administration policy is needed. It is necessary to clarify
people’s desire for their way of living and social assistance to be
provided. The aim of this study is to clarify the characteristics of
regional issues and the degree of their seriousness in local
municipalities of Japan. We conducted a questionnaire survey about
regional agenda in all local municipalities in Japan. We obtained
responses concerning the degree of seriousness of regional issues and
degree of importance of policies. Based on the data gathered from the
survey, it is apparent that many local municipalities are facing an
aging population and declining population. We constructed a model to
analyze factors for declining population. Using the model, it was
clarified that a population’s age structure, job opportunities and
income level affect the decline of population. In addition, we showed
the way of the evaluation of state of local municipality.
Abstract: Knowledge is considered as an important asset which
can help organizations to create competitive advantage. The necessity
of taking care of these assets is more important in these days – in
days of turbulent changes in business environment. Knowledge could
facilitate adaption to constant changes. The aim of this paper is to
describe how the knowledge sharing can be supported in the
manufacturing companies. The methods of case studies and grounded
theory were used to present information gained by carrying out semistructured
interviews. Results show that knowledge sharing is
supported in very similar ways in respondent companies.
Abstract: Living today in turbulent business environment forces
companies to distinguish from each other, securing sustainable
competitive growth and competitive advantage. The best possible
solution is to invest (effort and financial resources) within
companies’ different practices of human resource management
(HRM), more specifically in employees’ knowledge, skills and
abilities. Applying this approach companies will create enviable level
of human capital securing its economic growth. Employees become
human capital for their employers at the moment when they
contribute with their own knowledge and abilities in creating material
and non-material value of the company. The main aim of this
research is to explore the relations between human capital
investments and business excellence of Croatian companies.
Furthermore, the differences in the level of human capital
investments with regard to several companies’ characteristics (e.g.
size of the company, ownership and type of the industry) are
investigated.
Abstract: The purpose of this study is to examine the possible
link between employee and customer satisfaction. The service
provided by employees, help to build a good relationship with
customers and can help at increasing their loyalty. Published data for
job satisfaction and indicators of customer services of banks were
gathered from relevant published works which included data from
five different countries. The scores of customers and employees
satisfaction of the different published works were transformed and
normalized to the scale of 1 to 100. The data were analyzed and a
regression analysis of the two parameters was used to describe the
link between employee’s satisfaction and customer’s satisfaction.
Assuming that employee satisfaction has a significant influence on
customer’s service and the resulting customer satisfaction, the
reviewed data indicate that employee’s satisfaction contributes
significantly on the level of customer satisfaction in the Banking
sector. There was a significant correlation between the two
parameters (Pearson correlation R2=0.52 P
Abstract: Thanks to informational technologies development
every sphere of economics is becoming more and more datacentralized
as people are generating huge datasets containing
information on any aspect of their life. Applying research of such
data to human resources management allows getting scarce statistics
on labor market state including salary expectations and potential
employees’ typical career behavior, and this information can become
a reliable basis for management decisions.
The following article presents results of career behavior research
based on freely accessible resume data. Information used for study is
much wider than one usually uses in human resources surveys. That
is why there is enough data for statistically significant results even
for subgroups analysis.