Implementation of „Human Factors” in the safety analysis of human resource management process

2015 ◽  
Vol 290 ◽  
pp. 94-103
Author(s):  
Andrzej Fellner ◽  
◽  
Mariusz Osowski ◽  
Keyword(s):  
Resource Management ◽  
Human Factors ◽  
Human Resource Management ◽  
Human Resource ◽  
Safety Management ◽  
Scientific Research ◽  
Aviation Industry ◽  
Eastern Region ◽  
Safety Case ◽  
The Subject

The present article is based on the findings of scientific research conducted within the FP7-GALILEO-2011- GSA-1 project, acronym SHERPA (Support ad-Hoc to Eastern Region Pre-operational Actions in GNSS”[1]). The implementation of novel techniques and technologies triggered the requirement for preparation of a safety case, while generating a scientific problem of how this should be done. The working hypothesis adopted was verified both theoretically and empirically, while the obtained results allowed the development of a new model for assessing risks related to the implementation of satellite techniques and technologies for the purposes of aviation, upon which the safety case was built. The model was adopted at the international forum during the SHERPA project workshops (Eurocontrol and GSA). This article discusses only issues related to human factors, which are essential for the Safety Management System (SMS) and the subject of permanent certified trainings in the aviation industry. The model was developed which underwent positive empirical verification and became the subject of training offered to the Staff of the Voivodeship Inspectorate of Road Transport, for the first time in Poland. Based on scientific research conducted and its results, it can be concluded that the implementation of organizational, technical or legał solutions requires the safety case to be built using the model presented herein. Additionally, human factors training is an indispensable SMS element and it should be applied to every sphere of human activity, particularly those involving human resource management

Difficulties in Accepting Telemedicine

2010 ◽  
pp. 681-691
Author(s):  
María José Crisóstomo-Acevedo ◽  
José Aurelio Medina-Garrido
Keyword(s):  
Health Care ◽  
Information Technology ◽  
Resource Management ◽  
Human Factors ◽  
Human Resource Management ◽  
Human Resource ◽  
Resistance To Change ◽  
Organizational Management ◽  
New Type ◽  
Practical Implications

Telemedicine requires a new type of worker: the health care teleworker. Nevertheless, physicians remain wary of adopting telemedicine. This work examines the sources of the resistance to incorporating telemedicine. We adopt a focus centering on the difficulties that human factors have in accepting the practice of telemedicine. Employees’ resistance to change comes mainly from the inertia that perpetuates traditional routines and methods of working. The success of telemedicine projects will be determined by these human factors as well as by an adequate use of information technology and an appropriate organizational management. This work also offers some practical implications in human resource management for managers of telemedicine projects to consider.

To the Source of Profession. Part Two: Periodization of the History of Human Resource Management

2015 ◽  
Vol 4 (5) ◽  
pp. 5-10
Author(s):  
Титов ◽  
Vladimir Titov ◽  
Суханова ◽  
Gulshat Sukhanova
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Evolutionary Theory ◽  
Separate Area ◽  
Personnel Manager ◽  
History Of ◽  
The Subject

In the previous study the authors examined the key problems of periodization of the history of management in general. They were identified and analyzed problems related to the subject, criteria and benchmarks of different periodizations, as well as the problems associated with the choice of the trajectory and flexibility of approaches to periodization. The periodization of the history of HRM (human resource management) is a separate area of research and involves additional challenges. In this article, the study’s authors try to compare and critically analyze various approaches to periodization of the history of human resource management and the evolution of «personnel manager» profession. The article contains classic models and views of modern researchers in the field of evolutionary theory of human resource management.

scholarly journals Contemporary Human Resource Manager Roles

2019 ◽  
Vol 51 (1) ◽  
pp. 23-32
Author(s):  
Jacek Kopeć
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Employee Engagement ◽  
Human Resource ◽  
Review Of The Literature ◽  
Resource Manager ◽  
Human Resource Manager ◽  
The Future ◽  
The Subject

The article presents the modern roles of the HR manager to meet the challenges of the future. The first part of the article presents the challenges in the field of human resource management towards the HR manager. The next part of the article presents a review of the literature on the subject regarding the classic roles of the HR manager. It was proposed to the HR manager in the future to perform the following roles in addition to the classical roles: master of employee engagement management, facilitator of skillful use of talents in the organization, digilizer of personnel processes and employee diversity, green HRM facilitator.

Improving the system for evaluating the effectiveness of project human resource management

2020 ◽  
pp. 37-52
Author(s):  
I.V. Korneeva
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
The Subject

To determine the directions of increasing the company’s competitiveness in general, it is necessary to analyze the effectiveness of human resource management, which is the subject of the article.

Analysis of the efficiency of human resource management in OOO «MARCHENKO»

2020 ◽  
pp. 36-45
Author(s):  
I. V. Korneeva ◽  
E. M. Konischeva
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
The Subject

To determine the directions for improving the competitiveness of the company as a whole, it is necessary to analyze the efficiency of human resource management, which is the subject of the article.

Integration of Micro-Blogs into the Human Resource Management (HRM) Areas of Recruitment and Selection

2015 ◽  
pp. 226-250 ◽  
Author(s):  
Ryan J Petty ◽  
Laxmikant Manroop ◽  
Sara Linton
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Ethical Dilemmas ◽  
Future Research ◽  
Journal Articles ◽  
Social Media Platforms ◽  
Future Research Directions ◽  
The Subject ◽  
Recruitment And Selection

This chapter examines the use of micro-blogs in the human resource management (HRM) areas of recruitment and selection. While there is much attention in the popular press and practitioner literature about how HRM is incorporating micro-blogging and related social media platforms to help execute basic HRM functions, scholarly research on the subject is sparse, with only a handful of peer-reviewed journal articles/edited books. Although these works have contributed much to our understanding, we still know very little about how specific HRM practices can incorporate micro-blogs to achieve competitiveness. We also know very little about the legal and ethical dilemmas associated with using micro-blogs and how employers in general and HRM in particular can circumvent these problems. This chapter will address these issues and will conclude with future research directions that might be used as a platform for subsequent conceptual and empirical research.

scholarly journals Human resource management in the construction industry – Sustainability competencies

2014 ◽  
Vol 14 (2) ◽  
pp. 87-103 ◽  
Author(s):  
Renard Yung Jhien Siew
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Construction Industry ◽  
Human Resource ◽  
Environmental Sustainability ◽  
Proficiency Levels ◽  
The Subject ◽  
Industry Sustainability ◽  
Main Construction

While environmental sustainability has been the subject of much debate in the last decade, it was not until recently that attention started to shift towards human resource management as an enabler for sustainability.  Yet, this is still a relatively under researched area.  Much is still unknown about the role of an individual worker in contributing towards sustainable development.  This paper addresses the gap by proposing a framework to measure sustainability competencies of employees within the construction industry sector.  As part of the framework, four proficiency levels together with relevant descriptions are defined for a total of eight sustainability competencies.  Suggested proficiency levels are then mapped to main construction related jobs based on the framework.  An example is also given to illustrate the manner in which competencies should be assessed.  This framework is original and of practical use to construction managers and human resource practitioners.

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