Abstract: The use of permanent magnets (PM) is increasing in
permanent magnet synchronous machines (PMSM) to fulfill the
requirements of high efficiency machines in modern industry. PMSM
are widely used in industrial applications, wind power plants and the
automotive industry. Since PMSM are used in different
environmental conditions, the long-term effect of NdFeB-based
magnets at high temperatures and their corrosion behavior have to be
studied due to the irreversible loss of magnetic properties.
In this paper, the effect of magnetic properties due to corrosion
and increasing temperature in a climatic chamber has been presented.
The magnetic moment and magnetic field of the magnets were
studied experimentally.
Abstract: This study focuses on the application of sensory thermography, as a non-invasive method to evaluate the musculoskeletal injuries that industry workers performing Highly Repetitive Movements (HRM) may acquire. It was made at a wireless company having the target of analyze temperatures in worker’s wrists, elbows and shoulders in workstations during their activities, this thru sensorial thermography with the goal of detecting maximum temperatures (Tmax) that could indicate possible injuries. The tests were applied during 3 hours for only 2 workers that work in workstations where there’s been the highest index of injuries and accidents. We were made comparisons for each part of the body that were study for both because of the similitude between the activities of the workstations; they were requiring both an immediate evaluation. The Tmax was recorder during the test of the worker 2, in the left wrist, reaching a temperature of 35.088ºC and with a maximum increase of 1.856°C
Abstract: This article discusses the principles of object-oriented human capital development using the technology program. Also the article includes priorities of the strategy of industrial-innovative development of Kazakhstan in conditions of integration activity into the world community. The article shows the tasks of human resource management in the implementation of industrial and innovation development, particularities of Kazakhstan's theory of management staff, as well as due to the specificity of the Kazakhstan authorities. In the article had considered the factors which are affecting to the people in the organization and also had considered mechanisms of HRM within organization in the conditions of innovative development in Kazakhstan.
Abstract: This study on “The relationship between human
resource practices and Firm Performance is a speculative
investigation research. The purpose of this research are (1) to provide
and to understand of HRM history and current HR practices in the
Philippines (2) to examine the extent of HRM practice among its
Philippine firms effectively; (3) to investigate the relationship
between HRM practice and firm performance in the Philippines. The
survey was done to 233 companies in the Philippines. The
questionnaire is divided into three parts a) to gathers information on
the profile of respondent, b) to measures the extent to which human
resource practices are being practiced in their organization c) to
measure the organizations performance as perceived by human
resource managers and top executives as compared with their
competitors in the same industry. As a result an interesting finding
was that almost 50 percent of firm performance is affected by the
extent of implementation of HR practices in the firm. These results
show that HR practices that are in line with the organization’s
strategic goals are important for future performance.
Abstract: A new fast correlation algorithm for calibrating the
wavelength of Optical Spectrum Analyzers (OSAs) was introduced
in [1]. The minima of acetylene gas spectra were measured and
correlated with saved theoretical data [2]. So it is possible to find the
correct wavelength calibration data using a noisy reference spectrum.
First tests showed good algorithmic performance for gas line spectra
with high noise. In this article extensive performance tests were made
to validate the noise resistance of this algorithm. The filter and
correlation parameters of the algorithm were optimized for improved
noise performance. With these parameters the performance of this
wavelength calibration was simulated to predict the resulting
wavelength error in real OSA systems. Long term simulations were
made to evaluate the performance of the algorithm over the lifetime
of a real OSA.
Abstract: The Reverse Monte Carlo (RMC) simulation is applied in the study of an aqueous electrolyte LiCl6H2O. On the basis of the available experimental neutron scattering data, RMC computes pair radial distribution functions in order to explore the structural features of the system. The obtained results include some unrealistic features. To overcome this problem, we use the Hybrid Reverse Monte Carlo (HRMC), incorporating an energy constraint in addition to the commonly used constraints derived from experimental data. Our results show a good agreement between experimental and computed partial distribution functions (PDFs) as well as a significant improvement in pair partial distribution curves. This kind of study can be considered as a useful test for a defined interaction model for conventional simulation techniques.
Abstract: Human Resource (HR) applications can be used to
provide fair and consistent decisions, and to improve the
effectiveness of decision making processes. Besides that, among
the challenge for HR professionals is to manage organization
talents, especially to ensure the right person for the right job at the
right time. For that reason, in this article, we attempt to describe
the potential to implement one of the talent management tasks i.e.
identifying existing talent by predicting their performance as one of
HR application for talent management. This study suggests the
potential HR system architecture for talent forecasting by using
past experience knowledge known as Knowledge Discovery in
Database (KDD) or Data Mining. This article consists of three
main parts; the first part deals with the overview of HR
applications, the prediction techniques and application, the general
view of Data mining and the basic concept of talent management
in HRM. The second part is to understand the use of Data Mining
technique in order to solve one of the talent management tasks, and
the third part is to propose the potential HR system architecture for
talent forecasting.
Abstract: In this paper an algorithm for fast wavelength calibration of Optical Spectrum Analyzers (OSAs) using low power reference gas spectra is proposed. In existing OSAs a reference spectrum with low noise for precise detection of the reference extreme values is needed. To generate this spectrum costly hardware with high optical power is necessary. With this new wavelength calibration algorithm it is possible to use a noisy reference spectrum and therefore hardware costs can be cut. With this algorithm the reference spectrum is filtered and the key information is extracted by segmenting and finding the local minima and maxima. Afterwards slope and offset of a linear correction function for best matching the measured and theoretical spectra are found by correlating the measured with the stored minima. With this algorithm a reliable wavelength referencing of an OSA can be implemented on a microcontroller with a calculation time of less than one second.
Abstract: Although automotive industry has brought different beneficiaries to human life, it is being pointed out as one of the major cause of global air pollution which resulted in climate change, smog, green house gases (GHGs), and human diseases by many reasons. Since auto industry is one of the largest consumers of fossil fuels, the realization of green innovations is becoming a crucial choice to meet the challenges towards sustainable development. Recently, many auto manufacturers have embarked on green technology initiatives to gain a competitive advantage in the global market; however, innovative manufacturing systems and technologies can enhance operational performance only if the human resource management is in place to elicit the motivation of the employees and develop their organizational expertise. No organization can perform at peak levels unless each employee is committed to the company goals and works as an effective team member. Strategic human resource practices are the primary means by which firms can shape the skills, attitudes, and behavior of individuals to align with the business strategic objectives. This study investigates on the comprehensive approach of multiple advanced technology innovations and human resource management at Toyota Motor Corporation as the market leader of full hybrid technology in the automotive industry. Then, HRM framework of the company is described and three sets of human resource practices that support the innovation-oriented HR system, presented. Finally, a conceptual framework for innovativeness in green technology in automotive industry by applying a deliberate strategic HR management system and knowledge management with the intervening factors of organizational culture, knowledge application and knowledge sharing is proposed.
Abstract: Not with standing the importance of foreign highly
skilled professionals for host economies, there is a paucity of
research studies investigating the role of the corporate social context
during the integration process. This research aims to address this
paucity by exploring the role of social capital in the integration of
foreign health professionals. It does so by using a qualitative research
approach. In this pilot study the hospital sector forms this study-s
sample and interviews were conducted with HR managers, foreign
health professionals and external HR consultants. It was found that
most of the participating hospitals had not established specific HR
practices and had only partly linked the development of
organisational social capital with a successful integration process.
This research contributes, for example, to the HR literature on the
integration of self-initiated expatriates by analysing the role of HRM
in generating organisational social capital needed for a successful
integration process.
Abstract: Within the new world order, the term “crisis" is nowadays familiar to companies. Organizations are experiencing conditions which are surprising, uncertain, often adverse and usually unstable. The companies, who grasp the importance of transformation within the information age, have felt the need to develop modern methods to achieve the ability to thrive despite severe shocks. Through strategically managing human resource and developing appropriate elements of human resource system, companies can be assured for resolving the crisis. In this paper the role of HR system on resolving crisis has been evaluated. To help accomplish this, an insight on previous strategic HRM literature and an introduction to the elements and relationship within HR systems has been presented. It also reviews different attitude around resilience in literature. It continues by reviewing three elements central to developing an organization-s capacity for crisis resolving and it will demonstrate how designing proper elements of HR system can lead the organizations to possess the ability for passing through crisis. Finally it will evaluate an Iranian Insurance organization in case of one of the three central elements (specific cognitive ability) and observe how successful they were on developing an effective HR system to be ready for facing crisis.
Abstract: Image data holds a large amount of different context
information. However, as of today, these resources remain largely
untouched. It is thus the aim of this paper to present a basic technical
framework which allows for a quick and easy exploitation of context
information from image data especially by non-expert users.
Furthermore, the proposed framework is discussed in detail
concerning important social and ethical issues which demand special
requirements in system design. Finally, a first sensor prototype is
presented which meets the identified requirements. Additionally,
necessary implications for the software and hardware design of the
system are discussed, rendering a sensor system which could be
regarded as a good, acceptable and justifiable technical and thereby
enabling the extraction of context information from image data.
Abstract: The empirical studies on High Performance Work Systems (HPWSs) and their impacts on firm performance have remarkably little in the developing countries. This paper reviews literatures on the HPWSs practices in different work settings, Western and Asian countries. A review on the empirical research leads to a conclusion that, country differences influence the Human Resource Management (HRM) practices. It is anticipated that there are similarities and differences in the extent of implementation of HPWSs practices by the Malaysian manufacturing firms due to the organizational contextual factors and, the HPWSs have a significant impact on firms- better performance amongst MNCs and local firms.
Abstract: Introduction: Obesity is a major health risk issue in
the present day of life for one and all globally. Obesity is one of the
major concerns for public health according to recent increasing trends
in obesity-related diseases such as Type 2 diabetes. ( Kazuya,
1994).and hyperlipidemia, (Sakata,1990) .which are more prevalent
in Japanese adults with body mass index (BMI) values Z25 kg/m2.(
Japanese Ministry of Health and Welfare,1997). The purpose of the
study was to assess the effect of twelve weeks of brisk walking on
blood pressure and body mass index, anthropometric measurements
of obese males. Method: Thirty obese (BMI= above 30) males, aged
18 to 22 years, were selected from King Fahd University of
Petroleum & Minerals, Saudi Arabia. The subject-s height (cm) was
measured using a stadiometer and body mass (kg) was measured with
a electronic weighing machine. BMI was subsequently calculated
(kg/m2). The blood pressure was measured with standardized
sphygmomanometer in mm of Hg. All the measurements were taken
twice before and twice after the experimental period. The pre and
post anthropometric measurements of waist and hip circumference
were measured with the steel tape in cm. The subjects underwent
walking schedule two times in a week for 12 weeks. The 45 minute
sessions of brisk walking were undertaken at an average intensity of
65% to 85% of maximum HR (HRmax; calculated as 220-age).
Results & Discussion: Statistical findings revealed significant
changes from pre test to post test in case of both systolic blood
pressure and diastolic blood pressure in the walking group. Results
also showed significant decrease in their body mass index and
anthropometric measurements i.e. (waist & hip circumference).
Conclusion: It was concluded that twelve weeks brisk walking is
beneficial for lowering of blood pressure, body mass index, and
anthropometric circumference of obese males.
Abstract: Green Lean Total Quality Management (LTQM) Human Resource Management (HRM) System is a system comprises of HRM in Environmental Management System (EMS) practices which is integrated to TQM with Lean Manufacturing (LM) principles. HRM is essential especially in dealing with low motivation and less productive employees. The ultimate goal of this system is to focus on achieving total human resource development that is motivated and capable to optimize their creativity to be a part of Green and Lean TQM organization. A survey questionnaire was developed and distributed to 30 highly active automotive vendors in Malaysia and analyzed by Minitab v16 and SPSS v17. It was found out companies that are practicing Green LTQM HRM practices have generated more revenue and have RND capability. However, years of company establishment do not affect the openness of the company to adapt new initiatives that can help to improve the effectiveness of the operations. It was also found out the importance of training, communication and rewards for employees. The Green LTQM HRM practices framework model established in this study hopefully will give preliminary insight especially to companies that are still looking for system that can improve their productivity from managing human resource. This is preliminary study that combined 4 awards practices, ISO/TS16949, Toyota Production System SAEJ4000, MAJAICO Lean Production System and EMS focusing on highly active companies that have been involved in MAJAICO Program and Proton Vendor Development Program. Future study can be conducted to know the status at other industry as well as case study pertaining to this system.
Abstract: In the past few decades, researchers have witnessed a
paradigm shift in Human Resource Management-from individual
performance to organizational outcomes with the role of Human
resource (HR) managers becoming increasingly significant to the
organization. In such a context, it is important to examine HR
practices from a strategic perspective on the sustained competitive
advantage (SCA) of the organizations. The present study explores
how Indian organisations look at their human resources strategically
when faced with competitive environment. Also, it explores strategic
initiatives being taken to manage human resources within the
organisations and how these initiatives promote SCA in terms of
enhancing the overall customer-centric delivery of goods and
services.
Abstract: High Performance Work Systems (HPWS) generally give rise to positive impacts on employees by increasing their commitments in workplaces. While some argued this actually have considerable negative impacts on employees with increasing possibilities of imposing strains caused by stress and intensity of such work places. Do stressful workplaces hamper employee commitment? The author has tried to find the answer by exploring linkages between HPWS practices and its impact on employees in Japanese organizations. How negative outcomes like job intensity and workplaces and job stressors can influence different forms of employees- commitments which can be a hindrance to their performance. Design: A close ended questionnaire survey was conducted amongst 16 large, medium and small sized Japanese companies from diverse industries around Chiba, Saitama, and Ibaraki Prefectures and in Tokyo from the month of October 2008 to February 2009. Questionnaires were aimed to the non managerial employees- perceptions of HPWS practices, their behavior, working life experiences in their work places. A total of 227 samples are used for analysis in the study. Methods: Correlations, MANCOVA, SEM Path analysis using AMOS software are used for data analysis in this study. Findings: Average non-managerial perception of HPWS adoption is significantly but negatively correlated to both work place Stressors and Continuous commitment, but positively correlated to job Intensity, Affective, Occupational and Normative commitments in different workplaces at Japan. The path analysis by SEM shows significant indirect relationship between Stressors and employee Affective organizational commitment and Normative organizational commitments. Intensity also has a significant indirect effect on Occupational commitments. HPWS has an additive effect on all the outcomes variables. Limitations: The sample size in this study cannot be a representative to the entire population of non-managerial employees in Japan. There were no respondents from automobile, pharmaceuticals, finance industries. The duration of the survey coincided in a period when Japan as most of the other countries is under going recession. Biases could not be ruled out completely. We must take cautions in interpreting the results of studies as they cannot be generalized. And the path analysis cannot provide the complete causality of the inter linkages between the variables used in the study. Originality: There have been limited studies on linkages in HPWS adoptions and their impacts on employees- behaviors and commitments in Japanese workplaces. This study may provide some ingredients for further research in the fields of HRM policies and practices and their linkages on different forms of employees- commitments.
Abstract: The implementation of electronic government started since the initiation of Multimedia Super Corridor (MSC) by the Malaysia government. The introduction of ICT in the public sector especially e-Government initiatives opens up a new book in the government administration throughout the world. The aim or this paper is to discuss the implementation of e-government in Malaysia, covering the result of public user self assessment on Malaysia's electronic government applications. E-services, e-procurement, Generic Office Environment (GOE), Human Resources Management Information System (HRMIS), Project Monitoring System (PMS), Electronic Labor Exchange (ELX) and e-syariah(religion) were the seven flagship application assessed. The study adopted a crosssectional survey research approach and information system literature were used. The analysis was done for 35 responden in pilot test and there was evidence from public user's perspective to suggest that the e-government applications were generally successful.
Abstract: This paper critiques several exiting strategic
international human resource management (SIHRM) frameworks and
discusses their limitations to apply directly to emerging multinational
enterprises (EMNEs), especially those generated from China and
other BRICS nations. To complement the existing SIHRM
frameworks, key variables relevant to emerging economies are
identified and the extended model with particular reference to
EMNEs is developed with several research propositions. It is
believed that the extended model would better capture the recent
development of MNEs in transition, and alert emerging international
managers to address several human resource management challenges
in the global context