Abstract: Natural Language Understanding Systems (NLU) will not be widely deployed unless they are technically mature and cost effective to develop. Cost effective development hinges on the availability of tools and techniques enabling the rapid production of NLU applications through minimal human resources. Further, these tools and techniques should allow quick development of applications in a user friendly way and should be easy to upgrade in order to continuously follow the evolving technologies and standards. This paper presents a visual tool for the structuring and editing of dialog forms, the key element of driving conversation in NLU applications based on IBM technology. The main focus is given on the basic component used to describe Human – Machine interactions of that kind, the Dialogue Manager. In essence, the description of a tool that enables the visual representation of the Dialogue Manager mainly during the implementation phase is illustrated.
Abstract: This work discusses an innovative methodology for
deployment of service quality characteristics. Four groups of organizational features that may influence the quality of services are identified: human resource, technology, planning, and organizational
relationships. A House of Service Quality (HOSQ) matrix is built to
extract the desired improvement in the service quality characteristics
and to translate them into a hierarchy of important organizational
features. The Mean Square Error (MSE) criterion enables the
pinpointing of the few essential service quality characteristics to be
improved as well as selection of the vital organizational features. The
method was implemented in an engineering supply enterprise and
provides useful information on its vital service dimensions.
Abstract: In the area of Human Resource Management, the trend is towards online exchange of information about human resources. For example, online applications for employment become standard and job offerings are posted in many job portals. However, there are too many job portals to monitor all of them if someone is interested in a new job. We developed a prototype for integrating information of different job portals into one meta-search engine. First, existing job portals were investigated and XML schema documents were derived automated from these portals. Second, translation rules for transforming each schema to a central HR-XML-conform schema were determined. The HR-XML-schema is used to build a form for searching jobs. The data supplied by a user in this form is now translated into queries for the different job portals. Each result obtained by a job portal is sent to the meta-search engine that ranks the result of all received job offers according to user's preferences.
Abstract: The article is aimed at bringing information on the scope and the level of use of talent management by organizations in one of the Czech Republic regions, in the Moravian-Silesian Region. On the basis of data acquired by a questionnaire survey it has been found out that organizations in the above-mentioned region are implementing the system of talent management on a small scale: this approach is used by 3.8 % of organizations only that is 9 from 237 (100 %) of the approached respondents. The main reasons why this approach is not used is either that organizations have no knowledge of it or there is lack of financial and personnel resources. In the article recommendations suggested by the author can be found for a wider application of talent management in the Czech practice.
Abstract: This study aims at investigating factors in research
and development (R&D) growth and exploring the role of R&D
management in enhancing social innovation and productivity
improvement in Iran-s industrial sector. It basically explores the
common types of R&D activities and the industries which benefited
the most from active R&D units in Iran. The researchers generated
qualitative analyses obtained from primary and secondary data.
The primary data have been retrieved through interviews with five
key players (Managing Director, Internal Manager, General Manager,
Executive Manager, and Project Manager) in the industrial sector.
The secondary data acquired from an investigation on Mazandaran, a
province of northern Iran. The findings highlight Iran-s focuses of R
& D on cost reduction and upgrading productivity. Industries that
have benefited the most from active R&D units are metallic,
machinery and equipment design, and automotive.
We rank order the primary effects of R&D on productivity
improvement as follows, industry improvement, economic growth,
using professional human resources, generating productivity and
creativity culture, creating a competitive and innovative environment,
and increasing people-s knowledge.
Generally, low budget dedication and insufficient supply of highly
skilled scientists and engineers are two important obstacles for R&D
in Iran. Whereas, R&D has resulted in improvement in Iranian
society, transfer of contemporary knowledge into the international
market is still lacking.
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: This research was conducted for the first time at the
southeastern coasts of the Caspian Sea in order to evaluate the
performance of osteichthyes cooperatives through production (catch)
function. Using one of the indirect valuation methods in this research,
contributory factors in catch were identified and were inserted into
the function as independent variables. In order to carry out this
research, the performance of 25 Osteichthyes catching cooperatives
in the utilization year of 2009 which were involved in fishing in
Miankale wildlife refuge region. The contributory factors in catch
were divided into groups of economic, ecological and biological
factors. In the mentioned function, catch rate of the cooperative were
inserted into as the dependant variable and fourteen partial variables
in terms of nine general variables as independent variables. Finally,
after function estimation, seven variables were rendered significant at
99 percent reliably level. The results of the function estimation
indicated that human resource (fisherman quantity) had the greatest
positive effect on catch rate with an influence coefficient of 1.7 while
weather conditions had the greatest negative effect on the catch rate
of cooperatives with an influence coefficient of -2.07. Moreover,
factors like member's share, experience and fisherman training and
fishing effort played the main roles in the catch rate of cooperative
with influence coefficients of 0.81, 0.5 and 0.21, respectively.
Abstract: Due to the emergence of “Humanized Healthcare"
introduced by Professor Dr. Prawase Wasi in 2003[1], the
development of this paradigm tends to be widely implemented. The
organizations included Healthcare Accreditation Institute (public
organization), National Health Foundation, Mahidol University in
cooperation with Thai Health Promotion Foundation, and National
Health Security Office (Thailand) have selected the hospitals or
infirmaries that are qualified for humanized healthcare since 2008-
2010 and 35 of them are chosen to be the outstandingly navigating
organizations for the development of humanized healthcare,
humanized healthcare award [2].
The research aims to study the current issue, characteristics and
patterns of hospital administration contributing to humanized
healthcare system in Thailand. The selected case studies are from
four hospitals including Dansai Crown Prince Hospital, Leoi;
Ubolrattana Hospital, Khon Kaen; Kapho Hospital, Pattani; and
Prathai Hospital, Nakhonrachasima. The methodology is in-depth
interviewing with 10 staffs working as hospital executive directors,
and representatives from leader groups including directors,
multidisciplinary hospital committees, personnel development
committees, physicians and nurses in each hospital. (Total=40) In
addition, focus group discussions between hospital staffs and general
people (including patients and their relatives, the community leader,
and other people) are held by means of setting 4 groups including 8
people within each group. (Total=128) The observation on the
working in each hospital is also implemented. The findings of the
study reveal that there are five important aspects found in each
hospital including (1) the quality improvement under the mental and
spiritual development policy from the chief executives and lead
teams, leaders as Role model and they have visionary leadership; (2)
the participation hospital administration system focusing on learning
process and stakeholder- needs, spiritual human resource
management and development; (3) the relationship among people
especially staffs, team work skills, mutual understanding, effective
communication and personal inner-development; (4) organization
culture relevant to the awareness of patients- rights as well as the
participation policy including spiritual growth achieving to the same
goals, sharing vision, developing public mind, and caring; and (5)
healing structures or environment providing warmth and convenience
for hospital staffs, patients and their relatives and visitors.
Abstract: The fundamental objective of the university is to
genuinely provide a higher education to mankind and society. Higher
education institutions earn billions of dollars in research funds, granted
by national government or related institutions, which literally came
from taxpayers. Everyday universities consume those grants; in return,
provide society with a human resource and research developments.
However, not all taxpayers have their major concerns on those
researches, other than that they are more curiously to see the project
being build tangibly and evidently to certify what they pay for. This
paper introduces the concept of University – Community Business
Continuity Management for Disaster – Resilient City, which modified
the concept of Business Continuity Management (BCM) toward
university community to create advancing collaboration leading to the
disaster – resilient community and city. This paper focuses on
describing in details the backgrounds and principles of the concept and
discussing the advantages and limitations of the concept.
Abstract: The Informational Infrastructures of small and medium-sized manufacturing enterprises are relatively poor, there are serious shortages of capitals which can be invested in informatization construction, computer hardware and software resources, and human resources. To address the informatization issue in small and medium-sized manufacturing enterprises, and enable them to the application of advanced management thinking and enhance their competitiveness, the paper establish a manufacturing-oriented small and medium-sized enterprises informatization platform based on the ASP business intelligence technology, which effectively improves the scientificity of enterprises decision and management informatization.
Abstract: Recent quasi-experimental evaluation of the Canadian Active Labour Market Policies (ALMP) by Human Resources and Skills Development Canada (HRSDC) has provided an opportunity to examine alternative methods to estimating the incremental effects of Employment Benefits and Support Measures (EBSMs) on program participants. The focus of this paper is to assess the efficiency and robustness of inverse probability weighting (IPW) relative to kernel matching (KM) in the estimation of program effects. To accomplish this objective, the authors compare pairs of 1,080 estimates, along with their associated standard errors, to assess which type of estimate is generally more efficient and robust. In the interest of practicality, the authorsalso document the computationaltime it took to produce the IPW and KM estimates, respectively.
Abstract: Road Traffic Accidents are a major cause of disability and death throughout the world. The control of intelligent vehicles in order to reduce human error and boost ease congestion is not accomplished solely by the aid of human resources. The present article is an attempt to introduce an intelligent control system based on RFID technology. By the help of RFID technology, vehicles are connected to computerized systems, intelligent light poles and other available hardware along the way. In this project, intelligent control system is capable of tracking all vehicles, crisis management and control, traffic guidance and recording Driving offences along the highway.
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: 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: Performance appraisal of employee is important in
managing the human resource of an organization. With the change
towards knowledge-based capitalism, maintaining talented
knowledge workers is critical. However, management classification
of “outstanding", “poor" and “average" performance may not be an
easy decision. Besides that, superior might also tend to judge the
work performance of their subordinates informally and arbitrarily
especially without the existence of a system of appraisal. In this
paper, we propose a performance appraisal system using
multifactorial evaluation model in dealing with appraisal grades
which are often express vaguely in linguistic terms. The proposed
model is for evaluating staff performance based on specific
performance appraisal criteria. The project was collaboration with
one of the Information and Communication Technology company in
Malaysia with reference to its performance appraisal process.
Abstract: This research aimed to study the competency of health
and wellness hotels and resorts in developing use the local natural
resources and wisdom to conform to the national health and wellness
tourism (HWT) strategy by comparing two independent samples,
from Aumpur Muang, Ranong province and Aumpur Muang,
Chiangmai province. And also study in the suggestive direct path to
lead the organization to the sustainable successful.
This research was conduct by using mix methodology; both
quantitative and qualitative data were used. The data of competency
of health and wellness hotels and resorts (HWHR) in developing use
the local natural resources for HWT promoting were collected via
300 set of questionnaires, from 6 hotels and resorts in 2 areas, 3
places from Aumpur Muang, Ranong province and another 3 from
Aumpur Muang, Chiangmai province.
Thestudy of HWHR’s competency in developing use the local
natural resources and wisdom to conform to the national HWT
strategycan be divided into fourmain areas, food and beverages
service, tourism activity, environmental service, and value adding.
The total competency of the Chiangmai sample is importantly
scoredp. value 0.01 higher than the Ranong one while the area of
safety, Chiangmai’s competency is importantly scored 0.05 higher
than the Ranong’scompetency. Others were rated not differently.
Since Chiangmai perform better, then it can be a role model in
developing HTHR or HWT destination.
From the part of qualitative research, content analysis of business
contents and its environments were analyzed. The four stages of
strategic development and plans, from the smallest scale to the largest
scale such a national base were discussed. The HWT: Evolution
model and strategy for lodging Business were suggested. All those
stages must work harmoniously together. The distinctive result
illustrates the need of human resource development as the key point
to create the identity of Thainess on Health and wellness service
providing. This will add-on the value of services and differentiates
ourselves from other competitors. The creative of Thailand’s health
and wellness brand possibly increase loyalty customers which agreed
to be a path of sustainable development.
Abstract: This study examines the structural and systematic processes of the Human Resources Division at The University of the West Indies, St. Augustine, Trinidad and Tobago for evidence of incorporation of the University's 2012- 2017 Strategic Plan. In conducting the study the structure of the Human Resources Management Division and its functions were carefully reviewed and measured against the strategic direction of the organisation. Findings indicate disconnect between these areas as there is apparent failure of the Human Resources Division to totally align its mandate with that of the organisation-s strategic direction. This action serves to threaten the viability of the organisation and its efficiency and effectiveness as an institution. The recommendations being put forward are for the realignment of the Human Resources Management Division and for its focus to mirror that of the organisation and the organisation-s goals and objectives. This may entail a restructuring of the Division.
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: One of the most important aspects expected from ERP systems is to integrate various operations existing in administrative, financial, commercial, human resources, and production departments of the consumer organization. Also, it is often needed to integrate the new ERP system with the organization legacy systems when implementing the ERP package in the organization. Without relying on an appropriate software architecture to realize the required integration, ERP implementation processes become error prone and time consuming; in some cases, the ERP implementation may even encounters serious risks. In this paper, we propose a new architecture that is based on the agent oriented vision and supplies the integration expected from ERP systems using several independent but cooperator agents. Besides integration which is the main issue of this paper, the presented architecture will address some aspects of intelligence and learning capabilities existing in ERP systems