Abstract: We study the possibility of using geometric operators
in the selection of human resources. We develop three new methods
that use the ordered weighted geometric (OWG) operator in different
indexes used for the selection of human resources. The objective of
these models is to manipulate the neutrality of the old methods so the
decision maker is able to select human resources according to his
particular attitude. In order to develop these models, first a short
revision of the OWG operator is developed. Second, we briefly
explain the general process for the selection of human resources.
Then, we develop the three new indexes. They will use the OWG
operator in the Hamming distance, in the adequacy coefficient and in
the index of maximum and minimum level. Finally, an illustrative
example about the new approach is given.
Abstract: Work-life balance has been acknowledged and
promoted for the sake of employee retention. It is essential for a
manager to realize the human resources situation within a company to
help employees work happily and perform at their best. This paper
suggests knowledge management and critical thinking are useful to
motivate employees to think about their work-life balance. A
qualitative case study is presented, which aimed to discover the
meaning of work-life balance-s meaning from the perspective of Thai
knowledge workers and how it affects their decision-making towards
work resignation. Results found three types of work-life balance
dimensions; a work- life balance including a workplace and a private
life setting, an organizational working life balance only, and a worklife
balance only in a private life setting. These aspects all influenced
the decision-making of the employees. Factors within a theme of an
organizational work-life balance were involved with systematic
administration, fair treatment, employee recognition, challenging
assignments to gain working experience, assignment engagement,
teamwork, relationship with superiors, and working environment,
while factors concerning private life settings were about personal
demands such as an increasing their salary or starting their own
business.
Abstract: According to the conception of personnel
management, human resource management requires efficient use of
human resources. This is ensured by various activities directed
towards the area of management. Among these activities there are for
example the recruitment of employees, development, strengthening
of relations, mutual inspiring, implementation of correct working
processes and systems used by individuals or groups.
Abstract: Enterprises need a strategic plan to retain their skillful employees and provide their career management, sustain their existence, to have growth and leadership qualities, to reach the objectives to increase the value of the enterprise and to not to be affected from changing demographic structure. In the cases when the long term career expectations of skillful employees are in integrity with the enterprise’s interests, skill management process is directly related to the career management. With a long term plan, the enterprises should cover the labor force need that may arise in the future by using systematic career development programs and be prepared against developments for all times. Skill management is considered as a practice with which career mobility is planned for the skillful employee to be prepared for high level positions. Career planning is the planning of an employee’s progress or promotion within an organization for which he works by developing his knowledge, skills, abilities and motives. Career planning is considered as an individual’s planning his future and the position which he wants to have, the area which he want to work in, the objectives which he want to reach. With the aim of contributing the abovementioned discussion process, career management concept and its perception manner are examined in this study in a comparative manner.
Abstract: This research attempts to explore gaps in Information
Systems (IS) and innovation literatures by developing a model of
Information Technology (IT) capability in enabling innovation. The
research was conducted by using semi-structured interview with six
innovators in business consulting, financial, healthcare and academic
organizations. The interview results suggest four elements of ITenabled
innovation capability which are information (ability to
capture ideas and knowledge), connectivity (ability to bridge
geographical boundary and mobilize human resources),
communication (ability to attain and engage relationships between
human resources) and transformation (ability to change the functions
and process integrations) in defining IT-enabled innovation platform.
The results also suggests innovators- roles and IT capability.
Abstract: Amongst the consistently fluctuating conditions
prevailing today, changeability represents a strategic key factor for a
manufacturing company to achieve success on the international
markets. In order to cope with turbulences and the increasing level of
incalculability, not only the flexible design of production systems but
in particular the employee as enabler of change provide the focus
here. It is important to enable employees from manufacturing
companies to participate actively in change events and in change
decisions. To this end, the learning factory has been created, which is
intended to serve the development of change-promoting competences
and the sensitization of employees for the necessity of changes.
Abstract: The need to implement intelligent highways is much
more emphasized with the growth of vehicle production line as well as vehicle intelligence. 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 a single central computer. In this project, central computer, without utilizing Global
Positioning System (GPS), is capable of tracking all vehicles, crisis management and control, traffic guidance and recording traffic
crimes along the highway. By the help of RFID technology, vehicles
are connected to computerized systems, intelligent light poles and
other available hardware along the way. By the aid of Wimax
communicative technology, all components of the system are
virtually connected together through local and global networks
devised in them and the energy of the network is provided by the
solar cells installed on the intelligent light poles.
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: 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: 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: 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: 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