Search results for "Sources"
showing 10 items of 2554 documents
Social and health care educators' perceptions of competence in digital pedagogy: A qualitative descriptive study
2020
Abstract Background Digitalisation has made digital competence a necessity for those working in social and healthcare. A high degree of competence in digital pedagogy is required of educators to meet the challenge of educating future professionals who are themselves highly digitally competent. Objectives The aim of this study was to describe the perceptions of competence in digital pedagogy that educators in social and healthcare have. Design A qualitative descriptive study. Participants The participants were Finnish-speaking social and healthcare educators (n = 37) working at six Finnish universities of applied sciences (UAS). Methods Group interviews (n = 12) were conducted during spring …
Of Friends and Foes in Organizations: A Theoretical Perspective Upon Performance at Work
2014
Abstract The present paper highlights, from a theoretical perspective, the main challenges which aim work performance, inside meta- analytical research studies in organizations, focusing, especially, on factors and organizational concepts, directly related to performance and their relations within. Results show that, in most cases, human resources oriented management resides in an increase of performance at work. In this manner, team effectiveness, group size and proactive behavior determine and influence the levels of work performance, from a positive perspective, whilst turnover is widely associated with a negative view.
Multi-objective human resources allocation in R&D projects planning
2009
In a R&D department, several projects may have to be implemented simultaneously within a certain period of time by a limited number of human resources with diverse skills. This paper proposes an optimisation model for the allocation of multi-skilled human resources to R&D projects, considering individual workers as entities having different knowledge, experience and ability. The model focuses on three fundamental aspects of human resources: the different skill levels, the learning process and the social relationships existing in working teams. The resolution approach for the multi-objective problem consists of two steps: firstly, a set of non-dominated solutions is obtained by exploring the…
35858_SHRM_Topic 9_Rewarding and compensating human resources
2022
El document forma part dels materials docents programats mitjançant l'ajut del Servei de Política Lingüística de la Universitat de València. Slide set for Topic 9 ("Rewarding and compensating human resources"), as part of the teaching materials of the course/module “Strategic Human Resource Management” (35858), group OR (tuition in English), Grau en Administració i Direcció d'Empreses (ADE), Universitat de València.
35858_SHRM_Topic 8_Motivating human resources
2022
El document forma part dels materials docents programats mitjançant l'ajut del Servei de Política Lingüística de la Universitat de València. Slide set for Topic 8 ("Motivating human resources"), as part of the teaching materials of the course/module “Strategic Human Resource Management” (35858), group OR (tuition in English), Grau en Administració i Direcció d'Empreses (ADE), Universitat de València.
Employer Brand Role in HR Recruitment and Selection
2015
Abstract This paper’s research focuses on employer brand (EB) development as a solution for public sector organizations to attract the young specialists of Latvia. The author uses monographic research method, selection, comparison, induction and statistical data interpretation to explore the situation and potential outcomes of the proposed approach to Human Resource Recruitment and Selection. The research results show that public organizations in Latvia still need to improve their positioning on labour market and work harder on their EB.
A Model for Implementing HR'S Strategic Role
2013
Understanding HR deliverables is an essential process for acknowledging its important role in driving organizational performance, in contrast with its traditionally elusive role. An organization can quantify the HR’s overall strategic impact by finding the proper ways for measuring its impact on the success drivers. This paper aims to identify and describe the steps needed in order to implement HR’s strategic role. The article reviews the relevant literature regarding the integration of HR into business performance measurement and suggests some guidelines for creating a HR scorecard.
HUMAN RESOURCES IN THE PROCESS OF GRANTING PERFORMANCE IN THE MANAGEMENT OF PRE-UNIVERSITY EDUCATIONAL INSTITUTIONS
2011
Under Romania 's actual development context, pre-university education and mainly the human resources in this field can and need to be an authentic development vector. The paper is meant to be a theoretical analysis and a practical research on the contribution of human resources to granting the performance and quality of the educational management in the pre-university educational institutions, from a systemic, interactive and interdisciplinary perspective, which turns into a reflection but also an applicative issue for the researchers and managers in the educational domain, interested in meeting European and world standards. The research was done on a technical education institution, respec…
European Career Development – A Challenge for European Human Resource Management
2013
Abstract European career development should be a challenge for each of us. Current situations, the European economic context, technological evolution, the opening of European labor market are allowing people to a higher mobility concerning personal career. Thus, the development of a European career can be a challenge for each of us, depending on personal choices and on the context and development of each person's life. Is European career a better solution for individual development? Is that professional perfection for each person? These are questions that I will try to answer in this study.
Reflections on Human Resources – Vital Intangible Assets of Organizations
2014
Abstract Starting from the reality that human resources represent the most important strategic resource of the modern organization and that each human being is a unique entity, with own personality, needs and offer, the investment in human resources should become the most important investments of organizations, despite being the most risky investments. The only alternative to avoid this risk and to bring together employee and employer on the same level is career management. From a different perspective, human resources represent the intellectual capital of organizations, the only ones that can assimilate and, from the perspective of the new economy, make the most of knowledge. All these asp…