Abstract: The purpose of the present work is to review some
data for the management challenges that the aquaculture industry in
Greece is currently facing. The results indicate that Greek
aquaculture fish farms apply Human Resources Management (HRM)
practices which can increase motivation, commitment and job
satisfaction of their personnel. In turn, these practices can increase
the productivity of the business. The Greek fish farms appear to
invest in research and technological innovation with a good record in
research activities and the generation of patents. Interestingly, the
results of the present work were carried out during the period of the
recent economic crisis in Greece. Several sectors of the Greek
economy were severely affected by the financial problems of the
Greek government and the Greek banks. Under the adverse
economical conditions created by the Greek economic crisis, even the
Greek aquaculture industry, which historically is considered as a
thriving national exporting business sector, experienced harsh
economic and market conditions. As a result of the global, European
and national economic crisis, consumption of fish dropped while
companies had to hold most of their stocked fish in order to regulated
the flow to the market and the price. This occurred at a time where
Banks in Greece had their own financial crisis – banking crisis -
which resulted in limited access to lending for the all business sectors
of the national economy including the Greek aquaculture industry. In
spite of these economic conditions, the Greek aquaculture industry,
after a series of mergers and acquisitions, has now stabilized
production and exhibits very good prospects for future growth.
Evidently, the firms had to cut salaries and on some occasions even
pay their staff in arrears. Nevertheless, the results presented in this
paper indicate that during the economic crisis, the surveyed fish
farms maintained their HRM practices, investing in their human
capital and technological input. In fact, human capital and
technological input are the ticket for future success of companies in
any business sector.
Abstract: The purposes of this research were to study concepts
and strategies of human resource development in the automotive
manufacturers and to articulate the proposals against the government
about the human resource development for automotive industry. In
the present study, qualitative study was an in-depth interview in
which the qualitative data were collected from the executive or the
executive of human resource division from five automotive
companies - Toyota Motor (Thailand) Co., Ltd., Nissan Motor
(Thailand) Co., Ltd., Mitsubishi Motors (Thailand) Co., Ltd., Honda
Automobile (Thailand) Co., Ltd., and Suzuki Motor (Thailand) Co.,
Ltd. Qualitative data analysis was performed by using inter-coder
agreement technique. The research findings were as follows:
The external factors included the current conditions of the
automotive industry, government’s policy related to the automotive
industry, technology, labor market and human resource development
systems of the country. The internal factors included management,
productive management, organizational strategies, leadership,
organizational culture and philosophy of human resource
development. These factors were affected to the different concept of
human resources development -the traditional human resource
development and the strategies of human resource development. The
organization focuses on human resources as intellectual capital and
uses the strategies of human resource development in all
development processes. The strategies of human resource
development will enhance the ability of human resources in the
organization and the country.
Abstract: The case study presents the progression of a project management of Al-Shifa, a healthcare information system in Oman. The case study describes the evolution of the implementation of a healthcare information system tailored to meet the needs of the healthcare units under the supervision of the Ministry of Health (MOH) in Oman. A focus group methodology was used for collecting the relevant information from the main project's stakeholders. In addition reports about the project made available for the researchers. The case analysis is made based on the Project Management approach developed by the Project Management Institute (PMI). The main finding that there was no formal project management approach adopted by the MOH for the development and implementation of the herewith mentioned healthcare information system project. Furthermore, the project had suffered a scope creep in terms of features, cost and time-schedule. The recommendations of the authors, for the rescue of the project from its current dilemma, consist of technological, administrative and human resources development actions.
Abstract: Experimental Film Class Project is supported by the Institute for Research and Development at Suan Sunandha Rajabhat University. This project is purported to provide academic and professional services to improve the quality standards of the community and locals in accordance with the mission of the university, which is to improve and expand knowledge for the community and to develop and transfer such knowledge and professions to the next generation. Eventually, it leads to sustainable development because the development of human resources is deemed as the key for sustainable development. Moreover, the Experimental Film Class is an integral part of the teaching of film production at Suan Sunandha International School of Art (SISA). By means of giving opportunities to students for participation in projects by sharing experience, skill and knowledge and participation in field activities, it helps students in the film production major to enhance their abilities and potentials as preparation for their readiness in the marketplace. Additionally, in this class, we provide basic film knowledge, screenwriting techniques, editing and subtitles including uploading videos on social media such as YouTube and Facebook for the participant students.
Abstract: Negotiation is a specific form of interaction based on communication in which the parties enter into deliberately, each with clear but different interests or goals and a mutual dependency towards a decision due to be taken at the end of the confrontation. Consequently, negotiation is a complex activity involving many different disciplines from the strategic aspects and the decision making process to the evaluation of alternatives or outcomes and the exchange of information. While gender differences can be considered as one of the most researched topic within negotiation studies, empirical works and theory present many conflicting evidences and results about the role of gender in the process or the outcome. Furthermore, little interest has been shown over gender differences in the definition of what is negotiation, its essence or fundamental elements. Or, as differences exist in practices, it might be essential to study if the starting point of these discrepancies does not come from different considerations about what is negotiation and what will encourage the participants in their strategic decisions. Some recent and promising experiments made with diverse groups show that male and female participants in a common and shared situation barely consider the same way the concepts of power, trust or stakes which are largely considered as the usual driving forces of any negotiation. Furthermore, results from Human Resource self-assessment tests display and confirm considerable differences between individuals regarding essential behavioral dimensions like capacity to improvise and to achieve, aptitude to conciliate or to compete and orientation towards power and group domination which are also part of negotiation skills. Our intention in this paper is to confront these dimensions with negotiation’s usual driving forces in order to build up new paths for further research.
Abstract: This research intended to develop the model of community management for sustainable utilization by investigating on 2 groups of population, the family heads and the community management team. The population of the former group consisted of family heads from 511 families in 12 areas to complete the questionnaires which were returned at 479 sets. The latter group consisted of the community management team of 12 areas with 1 representative from each area to give the interview. The questionnaires for the family heads consisted of 2 main parts; general information such as occupations, etc. in the form of checklist. The second part dealt with the data on self reliance community development based on 4P Framework, i.e., People (human resource) development, Place (area) development, Product (economic and income source) development, and Plan (community plan) development in the form of rating scales. Data in the 1st part were calculated to find frequency and percentage while those in the 2nd part were analyzed to find arithmetic mean and SD. Data from the 2nd group of population or the community management team were derived from focus group to find factors influencing successful management together with the in depth interview which were analyzed by descriptive statistics. The results showed that 479 family heads reported that the aspect on the implementation of community plan to self reliance community activities based on Sufficient Economy Philosophy and the 4P was at the average of 3.28 or moderate level. When considering in details, it was found that the 1st aspect was on the area development with the mean of 3.71 or high level followed by human resource development with the mean of 3.44 or moderate level, then, economic and source of income development with the mean of 3.09 or moderate level. The last aspect was community plan development with the mean of 2.89. The results from the small group discussion revealed some factors and guidelines for successful community management as follows: 1) on the People (human resource) development aspect, there was a project to support and develop community leaders. 2) On the aspect of Place (area) development, there was a development on conservative tourism areas. 3) On the aspect of Product (economic and source of income) development, the community leaders promoted the setting of occupational group, saving group, and product processing group. 4) On the aspect of Plan (community plan) development, there was a prioritization through public hearing.
Abstract: Organization capacity learning is a process referring to the sum total of individual and collective learning through training programs, experience and experimentation, among others. Today, in-business ongoing training is one of the most important strategies for human capital development and it is crucial to sustain and improve workers’ knowledge and skills. Many organizations, firms and business are adopting a strategy of continuous learning, encouraging employees to learn new skills continually to be innovative and to try new processes and work in order to achieve a competitive advantage and superior business results. This paper uses the Resource Based View and Capacities (RBV) approach to construct a hypothetical relationships model between training and business results. The test of the model is applied on transversal data. A sample of 266 business of Spanish sector service has been selected. A Structural Equation Model (SEM) is used to estimate the relationship between ongoing training, represented by two latent dimension denominated Human and Social Capital resources and economic business results. The coefficients estimated have shown the efficient of some training aspectsexplaining the variation in business results.
Abstract: Although human resources are recognized as the crucial companies’ resources and their positive influence on companies’ performances has been confirmed through different researches, scientists are still debating it. In order to contribute this debate, this paper firstly discusses the most important human resource management elements and practices and its influence on companies’ success. Afterwards it defines human resource “bundles” – interrelated and internally consistent human resource practices, complementary to each other, or the most important human resource practices and elements regarding Croatian companies and its human resource management activities. Finally, the paper provides empirical results; more precisely it reveals the relation of the level of development of human resource management function (“bundles”) and companies’ financial performances (using profitability ratios, liquidity ratios, solvency ratios and a group of additional ratios related to employees’ indicators).
Abstract:
This paper seeks to compare the innovation of Mexico from an economic and human perspective, with the seven most innovative countries according to the Global Innovation Index 2013, done by the World Intellectual Property Organization (WIPO). The above analysis suggests nine dimensions: Expenditure on R & D, intellectual property, appropriate environment to conduct business, economic stability, triple helix for R & D, ICT Infrastructure, education, human resources and quality of life. Each dimension is represented by an indicator which is later used to construct a radial graph that compares the innovative capacity of the countries analyzed. As a result, it is proposed a new indicator of innovation called The Area of Innovation. Observations are made from the results, and finally as a conclusion, those items or dimensions in which Mexico suffers lag in innovation are identify.
Abstract: The objectives of this research were to study the management of local towns and to develop a better model of town management according to the Philosophy of Sufficiency Economy. This study utilized qualitative research, field research, as well as documentary research at the same time. A total of 10 local towns or Tambons of Supanburi province, Thailand were selected for an in-depth interview. The findings revealed that the model of local town management according to Philosophy of Sufficient Economy was in a level of “good” and the model of management has the five basic guidelines: 1) ability to manage budget information and keep it up-to-date, 2) ability to decision making according to democracy rules, 3) ability to use check and balance system, 4) ability to control, follow, and evaluation, and 5) ability to allow the general public to participate. In addition, the findings also revealed that the human resource management according to Philosophy of Sufficient Economy includes obeying laws, using proper knowledge, and having integrity in five areas: plan, recruit, select, train, and maintain human resources.
Abstract: The two primary objectives of this research were (1)
to examine the current knowledge and actual circumstance of
agricultural workers about mangosteen product processing; and (2) to
analyze and evaluate ways to develop capacity of mangosteen
product processing. The population of this study was 15,125 people
who work in the agricultural sector, in this context, mangosteen
production, in the eastern part of Thailand that included Chantaburi
Province, Rayong Province, Trad Province and Pracheenburi
Province. The sample size based on Yamane’s calculation with 95%
reliability was therefore 392 samples. Mixed method was employed
included questionnaire and focus group discussion with
Connoisseurship Model used in order to collect quantitative and
qualitative data. Key informants were used in the focus group
including agricultural business owners, academic people in agro food
processing, local academics, local community development staff,
OTOP subcommittee, and representatives of agro processing
industry professional organizations. The study found that the
majority of the respondents agreed with a high level (in five- rating
scale) towards most of variables of knowledge management in agro
food processing. The result of the current knowledge and actual
circumstance of agricultural human resource in an arena of
mangosteen product processing revealed that mostly, the respondents
agreed at a high level to establish 7 variables. The guideline to
developing the body of knowledge in order to enhance the capacity
of the agricultural workers in mangosteen product processing was
delivered in the focus group discussion. The discussion finally
contributed to an idea to produce manuals for mangosteen product
processing methods, with 4 products chosen: (1) mangosteen soap;
(2) mangosteen juice; (3) mangosteen toffee; and (4) mangosteen
preserves or jam.
Abstract: Utmost care of human related issues are essentially required for sustainable growth of micro, small and medium enterprises (MSMEs) of India, as these MSMEs are contributing enormously to socio-economic development of country. In this research, aspects related to human factors and functioning of MSMEs of India were studied. The investigation, based on a survey of 84 MSMEs of India cited that the enterprises are mostly employing unskilled labor whose wages are less with poor training. In spite of reported minor accidents, attention towards safety is poorly paid. To meet-out the production target, MSMEs generally employ over-time and payment towards this overtime is sometimes missing. Hence, honest and humanitarian attention for better human resources is needed to improve the performance and competitiveness of MSMEs of India.
Abstract: Knowledge plays an important role to the success of any organization. Software development organizations are highly knowledge-intensive organizations especially in their requirement elicitation process (REP). There are several problems regarding communicating and using the knowledge in REP such as misunderstanding, being out of scope, conflicting information and changes of requirements. All of these problems occurred in transmitting the requirements knowledge during REP. Several researches have been done in REP in order to solve the problem towards requirements. Knowledge Audit (KA) approaches were proposed in order to solve managing knowledge in human resources, financial and manufacturing. There is lack of study applying the KA in requirements elicitation process. Therefore, this paper proposes a KA model for REP in supporting to acquire good requirements.
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: In this paper the relationships between professional competences and school curriculain IC design industry are explored. The semi-structured questionnaire survey and focus group interview is the research method. Study participants are graduates of microelectronics engineering professional departments who are currently employed in the IC industry. The IC industries are defined as the electronic component manufacturing industry and optical-electronic component manufacturing industry in the semiconductor industry and optical-electronic material devices, respectively. Study participants selected from IC design industry include IC engineering and electronic & semiconductor engineering. The human training with IC design professional competence in microelectronics engineering professional departments is explored in this research. IC professional competences of human resources in the IC design industry include general intelligence and professional intelligence.
Abstract: One of the most important factors for the success of e-government is training and preparing the workforce of the public sector. As changes and innovation in the public sector progress at a very slow pace and more slowly than in the private sector, issues related to human resources require special care. This is because the workforce will eventually seize the opportunities of the technological solutions used in e-Government. Thus, the central administration should provide employees with continuous and focused training not only on new technologies but also on a wide range of subjects and also improve interdepartmental interaction.
To achieve all this, new methods and training tools need to be implemented in addition to assessment of the employees. In this spirit, we propose the development of an educational platform with user personalization features. We propose the development of this platform using Moodle as the basic tool. Incorporating a personalization mechanism is very important since different employees have different backgrounds, education levels, computer skills, or different capability to develop further. Key features of the proposed platform include, besides typical e-learning tools, communities organized in order to exchange experiences and knowledge, groups of users based on certain criteria, automatic evaluation of users and potential self-education and self-assessment. In its fully developed form, this platform can be part of a more comprehensive knowledge management system for the public sector.
Abstract: This article aims to assess the level of basic knowledge of statutory employment rights at the workplace as prescribed by the Malaysian Employment Act 1955. The statutory employment rights comprises of a variety of individual employment rights such as protections of wages, statutory right to the general standard of working time, statutory right to rest day, public holidays, annual leave and sick leave as well as female employee’s statutory right to paid maternity leave. A field survey was carried out to collect data by using self-administered questionnaires from Human Resource (HR) practitioners in the small and medium-sized enterprises (SMEs). The results reveal that the level of basic knowledge of legislated employment rights varies between different types of statutory rights from high level to low level.
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: Recently, a vehicular ad-hoc networks(VANETs) for
Intelligent Transport System(ITS) have become able safety and convenience services surpassing the simple services such as
an electronic toll collection system. To provide the proper services,
VANET needs infrastructure over the country infrastructure. Thus, we have to spend a huge sum of
human resources. In this reason, several studies have been made on the
usage of cellular networks instead of new protocols
this study is to assess a performance evaluation of the
cellular network for VANET. In this paper, the result of a
for the suitability of cellular networks for VANET
experiment, The LTE(Long Term Evolution) of cellular networks found to be most suitable among the others cellular networks
Abstract: In sport, human resources management gives special
attention to method of applying volunteers, their maintenance, and
participation of volunteers with each other and management
approaches for better operation of events celebrants. The recognition
of volunteers- characteristics and motives is important to notice,
because it makes the basis of their participation and commitment at
sport environment. The motivation and commitment of 281
volunteers were assessed using the organizational commitment scale,
motivation scale and personal characteristics questionnaire.The
descriptive results showed that; 64% of volunteers were women with
age average 21/24 years old. They were physical education student,
single (71/9%), without occupation (53%) and with average of 5
years sport experience. Their most important motivation was career
factor and the most important commitment factor was normative
factor. The results of examining the hypothesized showed that; age,
sport experience and education are effective in the amount of
volunteers- commitment. And the motive factors such as career,
material, purposive and protective factors also have the power to
predict the amount of sports volunteers- commitment value.
Therefore it is recommended to provide possible opportunities for
volunteers and carrying out appropriate instructional courses by
events executive managers.