An Archaeological Curation-Needs Assessment for the Legacy Resource Management Program. Technical Report Number 8

1999 ◽  
Author(s):  
Michael K. Trimble ◽  
Christopher B. Pulliam
Keyword(s):  
Resource Management ◽  
Needs Assessment ◽  
Management Program ◽  
Technical Report

An Archaeological Curation-Needs Assessment for the Legacy Resource Management Program

1999 ◽  
Author(s):  
Kelly Holland-Wissehr ◽  
Kenneth L. Shingleton ◽  
Goldstein Jr. ◽  
Bade Jeremy L. ◽  
Yu Mary J. ◽  
...  
Keyword(s):  
Resource Management ◽  
Needs Assessment ◽  
Management Program

The Information Resource Management Program: A Case Study in Distance Education

1998 ◽  
Vol 4 (3) ◽  
pp. 179-192 ◽  
Author(s):  
Steven Cohen ◽  
William Eimicke ◽  
Mark Kamlet ◽  
Robert Pearson
Keyword(s):  
Distance Education ◽  
Resource Management ◽  
Management Program ◽  
Information Resource ◽  
Information Resource Management

Talent management at Telekom Malaysia Berhad

2011 ◽  
Vol 1 (1) ◽  
pp. 1-6 ◽  
Author(s):  
Wardah Azimah Sumardi ◽  
Rozhan Othman
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Organizational Performance ◽  
Human Resource ◽  
Talent Management ◽  
Management Program ◽  
Individual Development ◽  
Successful Implementation ◽  
Line Managers ◽  
Content Type

Subject area Human resource management. Study level/applicability Undergraduate and graduate level Human Resource Management programmes; Leadership modules. Case overview This case accounts the experience of a Malaysian company, Telekom Malaysia Berhad, in implementing talent management practices in its organization. There were several developments that prompted Telekom Malaysia Berhad to initiate a talent management program. The emergence of competitors had forced the company to introduce initiatives to sustain the business. One of the key initiatives involved the need to better manage its talent. The talent management process at Telekom Malaysia Bhd is divided into four key stages. These are first, talent spotting; second, talent assessment and endorsement; third, formulation of individual development plan; and the fourth, readiness level assessment. Each of these stages is implemented using a well-defined set of standards and activities. Expected learning outcomes This case examines how commitment and support from line management is crucial in the successful implementation of a talent management program and HR-related initiatives generally. Line managers are identified as the missing linchpin between HRM and organizational performance. The case will also identify how the role of line managers is now shifting to support the HR in a strategic sense. Thus, we find a shift in the HR profession from personnel management to strategic human resource management. The case examines the importance of a positive leader-member relationship, creating a culture which is receptive to change. This can be achieved by transformational leader who fosters closer relationships with subordinates. Finally, the case pinpoints how development can occurs in three main ways – on the job experiences, relationships, networking and feedback and formal training opportunities. Supplementary materials Teaching note.

Experience of health-system pharmacy administration residents in a longitudinal human resource management program

2014 ◽  
Vol 71 (24) ◽  
pp. 2143-2148
Author(s):  
Lindsey B. (Poppe) Amerine ◽  
Robert P. Granko ◽  
Scott W. Savage ◽  
Rowell Daniels ◽  
Stephen F. Eckel
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Health System ◽  
Human Resource ◽  
Management Program ◽  
Pharmacy Administration

Viable Solutions in Addressing Climate Changes thru Private (BCCFI) –Public (LGU) Partnerships in the Province of Bataan: A Case Study

2012 ◽  
Vol 1 (1) ◽  
Author(s):  
Angelica M. Baylon
Keyword(s):  
Resource Management ◽  
Local Government ◽  
Coastal Management ◽  
Climate Changes ◽  
Management Program ◽  
Coastal Resource Management ◽  
Spheres Of Influence ◽  
Survey Form ◽  
Entry Points ◽  
Coastal Resource

This paper articulates the partnership between the private sector represented by the Bataan Coastal Care Foundation Inc (BCCFI) and the public sector represented by the various local government units (LGUs) in the Province of Bataan. The partnership was initiated based on common objectives of these two (BCCFI and LGUs) likeminded institutions to build better coastal governance, increase awareness , promote community participation in coastal management and explore ways for dynamic and sustainable public-private partnerships in addressing climate changes . Since February 2000, BCCFI has actively led in partnering with its various stakeholders in the province‘s 11 municipalities and lone city to implement the Bataan Integrated Coastal Management Program (BICMP) with focus on the 87 coastal villages. As manifested in the socio-economic investment survey form that was accomplished by, among and between the BCCFI members in close collaboration with the local government units. Through varied approaches and entry points, BCCFI, serve as catalyst in protecting the environment in Bataan either individually or collectively, within their respective spheres of influence and capabilities. This is a case point that could be explored as one of the strategies and actions for ASIAN networking on coastal resource management in addressing climate changes.   Keywords - Addressing Climate Changes, private- public partnerships, environmental protection, coastal resource management, Biodiversity Programs

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