Human Resource Management in Agile Scrum Processes

2022 ◽  
pp. 276-290
Author(s):  
Matthew Zingoni
Keyword(s):  
Performance Management ◽  
Human Resource ◽  
Negative Impact ◽  
Employee Selection ◽  
Added Value ◽  
Team Approach ◽  
Full Potential ◽  
Functional Composition ◽  
Management Procedures ◽  
Development Processes

The value agile scrum process can generate is not guaranteed simply by mere adoption. Rather the process creates an opportunity for improvement in the development process. Mismanagement of the approach by an organization can reduce the potential added value or in extreme situations have a negative impact. Therefore, appropriate management procedures are necessary to realize the full potential of the agile scrum approach. This chapter focuses on the human resource challenges the agile scrum approach creates for an organization. The dynamic pace, cross-functional composition, and self-directed team approach requires special consideration in the development of most human resource functions. In particular, the authors will review changes to the employee selection, performance management, and learning and career development processes. These changes will better align these functions with the values and principals of the agile scrum approach and help organizations manage this sometimes chaotic approach to innovation without constraining it.

Human Resource Management in Agile Scrum Processes

2021 ◽  
pp. 132-146
Author(s):  
Matthew Zingoni
Keyword(s):  
Performance Management ◽  
Human Resource ◽  
Negative Impact ◽  
Employee Selection ◽  
Added Value ◽  
Team Approach ◽  
Full Potential ◽  
Functional Composition ◽  
Management Procedures ◽  
Development Processes

The value agile scrum process can generate is not guaranteed simply by mere adoption. Rather the process creates an opportunity for improvement in the development process. Mismanagement of the approach by an organization can reduce the potential added value or in extreme situations have a negative impact. Therefore, appropriate management procedures are necessary to realize the full potential of the agile scrum approach. This chapter focuses on the human resource challenges the agile scrum approach creates for an organization. The dynamic pace, cross-functional composition, and self-directed team approach requires special consideration in the development of most human resource functions. In particular, the authors will review changes to the employee selection, performance management, and learning and career development processes. These changes will better align these functions with the values and principals of the agile scrum approach and help organizations manage this sometimes chaotic approach to innovation without constraining it.

HUMAN RESOURCE MANAGEMENT AND THE MOTIVATION OF TECHNICAL PROFESSIONALS

1999 ◽  
Vol 03 (01) ◽  
pp. 1-26 ◽  
Author(s):  
ANDREW McMEEKIN ◽  
ROD COOMBS
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Performance Management ◽  
Case Studies ◽  
Human Resource ◽  
Human Resource Managers ◽  
Line Managers ◽  
Management Procedures ◽  
And Performance ◽  
Technical Professionals

This paper examines the links between human resource management (HRM) and the motivation of technical professionals located in R&D (research and development) functions. This issue is addressed through case studies of four large technology-based firms. Interviews were conducted with human resource managers, line managers and technical professionals. The various HRM practices identified in the case studies are analysed with respect to their impact on the motivation of technical professionals. In particular, the research reveals that there is confusion between appraisal and performance management, and that explicit career management procedures are poorly deployed.

“Graphology: A Technique for Employee Selection”

GIS Business ◽  
2019 ◽  
Vol 14 (4) ◽  
pp. 209-213
Author(s):  
Dr. Tejashree Deshmukh
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Employee Selection ◽  
Organizational Success ◽  
Talent Pool

Importance of Employee Selection is discussed widely by many authors till date. If we believe that the organizational success or failure is dependent on the talent pool of the employees, then we admit that Employee Selection is one of the most important areas of Human Resource Management. Thomas Stone defined Selection as "a process of differentiating between applicants in order to identify (and hire) those with a greater likelihood of success in a job".

PENGELOLAAN MODAL MANUSIA DALAM KAITANNYA DENGAN MANAJEMEN KINERJA

2018 ◽  
Vol 6 (1) ◽  
Author(s):  
Amanda Setiorini,MM.
Keyword(s):  
Human Capital ◽  
Resource Management ◽  
Human Resource Management ◽  
Competitive Advantage ◽  
Performance Management ◽  
Human Resource ◽  
Business Environment ◽  
Business Organization

Globalization changes the business environment, which demands change from every business organization involved, to succeed in the new environment. For that purpose, human resource management needs to be directed to the development of human capital, which assumes employees as assets, not costs, for the company. The implication is that management needs to recognize each of its employees in order to maximize their potential and manage it to be a competitive advantage. This is where performance management plays a very important role.

scholarly journals Selenium Biofortification of Soybean Seeds Influences Physiological Responses of Seedlings to Osmotic Stress

Plants ◽  
2021 ◽  
Vol 10 (8) ◽  
pp. 1498
Author(s):  
Lucija Galić ◽  
Marija Špoljarević ◽  
Elizabeta Jakovac ◽  
Boris Ravnjak ◽  
Tihana Teklić ◽  
...  
Keyword(s):  
Climate Change ◽  
Osmotic Stress ◽  
Higher Plants ◽  
Negative Impact ◽  
Physiological Activity ◽  
Added Value ◽  
Growth And Yield ◽  
Total Phenolic ◽  
Lipid Peroxidation Product ◽  
Antioxidant Power

Climate change poses a serious threat to agricultural production. Water deficit in agricultural soils is one of the consequences of climate change that has a negative impact on crop growth and yield. Selenium (Se) is known to be involved in plant defense against biotic and abiotic stress through metabolic, structural, and physiological activity in higher plants. The aim of this study was to investigate the physiological response of Se-biofortified soybean (Glycine max (L.) Merrill) seedlings under osmotic stress. For this research, we used biofortified soybean grain obtained after foliar Se biofortification in 2020. The experiment was conducted in a growth chamber with two cultivars (Lucija and Sonja) grown on filter paper in three replicates. The experiment was carried out with two watering treatments: distilled water (PEG-0) and 2.5% polyethylene glycol 6000 (PEG-2.5) on Se-biofortified seeds (Se) and nonbiofortified seeds (wSe). Contents of lipid peroxidation product (LP), free proline (PRO), total phenolic content (TP), ferric reducing antioxidant power (FRAP), and ascorbic acid (AA) were analyzed in 7-days-old seedlings. Significant differences were detected in the Se content of soybean grains between the two cultivars. A milder reaction to PEG-2.5 was observed in cultivar Lucija in both Se and wSe treatments, which might represent the mitigating effects of Se on osmotic stress in this cultivar. Contrarily, in cultivar Sonja, Se adversely affected all analyzed traits in the PEG-2.5 treatment. Ultimately, Se is a pro-oxidant in Sonja, whereas it represents an anti-oxidant in Lucija. In conclusion, different soybean cultivars show contrasting physiological reactions to both osmotic stress and Se. However, the activation of antioxidant pathways in Sonja can also be interpreted as added value in soybean seedlings as a functional food.

scholarly journals The Influence of Management on Teacher Well-Being and the Development of Sustainable Schools

2021 ◽  
Vol 13 (5) ◽  
pp. 2909
Author(s):  
Esther Pagán-Castaño ◽  
Javier Sánchez-García ◽  
Fernando J. Garrigos-Simon ◽  
María Guijarro-García
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Negative Impact ◽  
Well Being ◽  
Structural Equations ◽  
Mediating Effect ◽  
Educational Performance ◽  
And Performance ◽  
The Relationship

Teaching is one of the professions with the highest levels of stress and disquiet at work, having a negative impact on teachers’ well-being and performance. Thus, well-being is one of the priorities in human resource management (HRM) in schools. In this regard, this paper studies the relationship between HRM, well-being and performance, observing the incidence of leadership and innovation in these relationships. The objective is to measure the extent to which it is necessary to encourage sustainable environments that promote the well-being of teachers and, by extension, students. The study used the methodology of structural equations and a sample of 315 secondary school teachers. The work validates the influence of leadership by example and information management on HRM and performance. In addition, we confirm the significant effect of human resource management on educational performance. The relationship is observed both directly and through the mediating effect on the improvement of well-being. On the other hand, the positive influence of innovation on performance, both in schools and in the classrooms, is reaffirmed. These results suggest the need to zero in on the human resources policies in schools linked to the improvement of teacher well-being and educational performance. They also highlight the role of school and classroom innovation as a key element in maintaining educational quality.

Influence of human resource capital information disclosure on investors’ share investment intentions

2017 ◽  
Vol 46 (3) ◽  
pp. 551-571 ◽  
Author(s):  
Sugumar Mariappanadar ◽  
Alma Kairouz
Keyword(s):  
Performance Management ◽  
Human Resource ◽  
Information Disclosure ◽  
Banking Sector ◽  
Strategic Human Resource Management ◽  
Annual Reports ◽  
Individual Investors ◽  
Content Type ◽  
Investment Intentions ◽  
The Impact

Purpose The purpose of this paper is to apply the strategic human resource management (HRM) perspective to investigate the schematic relationship between the dimensions of human resource (HR) capital information and intentions to use such information in individual investors’ decisions relating to investing equities in the banking industry. Design/methodology/approach A two-stage empirical study was conducted in 2010 using a four-part HR capital disclosure questionnaire, which was developed and validated in stage 1 (n=145) of the study. In stage 2 (n=157), current or previous shareholders in one of the Australian banking sector corporations participated in the study. The collected data were analyzed using confirmatory factor and logistic regression analyses. Findings The findings of this explorative study highlight that the individual investors’ perception on the importance of performance management dimension of HR capital information has varied impacts on their intentions to use such information in investment decisions to buy, hold on to, or sell stocks. Practical implications This study has made an important contribution to the strategic HRM and behavioral finance literature that the human capital information facilitates the propensity to avoid regrets in selling shares too early (dispositional effect bias) to achieve utility benefits in future which is different from the findings of financial information disclosure study. Originality/value A recent critical review of HR disclosure indicated that most of the published articles on HR capital have used company annual reports for data source. However, this is the first study that attempts to understand the impact of HR capital disclosure information on investment intentions from individual investors’ schema rather than drawing data from company annual reports.

Quality specifications: self pleasure for clinical laboratories or added value for patient management?

2007 ◽  
Vol 45 (4) ◽  
Author(s):  
Mario Plebani
Keyword(s):  
Decision Making ◽  
Patient Management ◽  
Clinical Decision Making ◽  
Laboratory Data ◽  
Clinical Decision ◽  
Added Value ◽  
Internal Quality ◽  
Laboratory Services ◽  
Management Procedures ◽  
Quality Specifications

AbstractAnalytical quality specifications play a key role in assuring and continuously improving high-quality laboratory services. However, I believe, that there are two “missing links” in the effective management of quality specifications in the delivery of laboratory services. The first is the evidence that pre-analytical variation and related problems are not taken into great consideration by laboratory professionals. The second missing link is the communication of quality specifications to clinicians and other possible stakeholders. If quality specifications represent “the level of performance required to facilitate clinical decision-making”, they cannot be used only for internal quality management procedures but must be communicated to facilitate clinical reasoning, decision-making and patient management. A consensus should be achieved in the scientific community on these issues to assure better utilization of laboratory data and, ultimately, improved clinical outcomes.Clin Chem Lab Med 2007;45:462–6.

Customised hybrid CT-MRI 3D-printed model for grade V spondylolisthesis in an adolescent

2021 ◽  
Vol 14 (3) ◽  
pp. e239192
Author(s):  
Jayanthi Parthasarathy ◽  
Eric A Sribnick ◽  
Mai-Lan Ho ◽  
Allan Beebe
Keyword(s):  
Potential Benefit ◽  
High Spatial Resolution ◽  
Composite Model ◽  
Added Value ◽  
Patient Specific ◽  
Team Approach ◽  
Multidisciplinary Team Approach ◽  
3D Printed ◽  
Ct Data ◽  
Ct And Mri

3D-printed patient-specific models provide added value for initial clinical diagnosis, preoperative surgical and implant planning and patient and trainee education. 3D spine models are usually designed using CT data, due to the ability to rapidly image osseous structures with high spatial resolution. Combining CT and MRI to derive a composite model of bony and neurological anatomy can potentially provide even more useful information for complex cases. We describe such a case involving an adolescent with a grade V spondylolisthesis in which a composite model was manufactured for preoperative and intraoperative evaluation and guidance. We provide a detailed workflow for creating such models and outline their potential benefit in guiding a multidisciplinary team approach.

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