Societal human resources management and development

Based on a broad conceptualization of Human Resources Management and Development (HRMD) as a technical, political, and strategic field concerned to managing and developing people within and towards work context(s), this research aims to explore a potential societal role of Human Resources (HR) profession. Framed on a larger project on “New Human Resources roles”, this particular study approaches HR profession by analysing its macro-societal challenges and intervention spaces.

A Communication and Resources Management Scheme to Support the Smart Grid Integration of Multiplayers Access to Resources Information

The increasing and intensive integration of distributed energy resources into distribution systems requires adequate methodologies to ensure a secure operation according to the smart grid paradigm. In this context, SCADA (Supervisory Control and Data Acquisition) systems are an essential infrastructure. This paper presents a conceptual design of a communication and resources management scheme based on an intelligent SCADA with a decentralized, flexible, and intelligent approach, adaptive to the context (context awareness). The methodology is used to support the energy resource management considering all the involved costs, power flows, and electricity prices leading to the network reconfiguration. The methodology also addresses the definition of the information access permissions of each player to each resource. The paper includes a 33-bus network used in a case study that considers an intensive use of distributed energy resources in five distinct implemented operation contexts.

Individual human resource management and development: career management

Framed on a wider project on Individual Human Resource Management and Development (HRMD), this project aims to explore Individual Career Management and Development (CMD) as an emergent professional field of HRMD.

Intelligent energy resources management in the context of smart grids

Smart grids are envisaged as infrastructures able to accommodate all centralized and distributed energy resources (DER), including intensive use of renewable and distributed generation (DG), storage, demand response (DR), and also electric vehicles (EV), from which plug-in vehicles, i.e. gridable vehicles, are especially relevant. Moreover, smart grids must accommodate a large number of diverse types or players in the context of a competitive business environment. Smart grids should also provide the required means to efficiently manage all these resources what is especially important in order to make the better possible use of renewable based power generation, namely to minimize wind curtailment. An integrated approach, considering all the available energy resources, including demand response and storage, is crucial to attain these goals. This paper proposes a methodology for energy resource management that considers several Virtual Power Players (VPPs) managing a network with high penetration of distributed generation, demand response, storage units and network reconfiguration. The resources are controlled through a flexible SCADA (Supervisory Control And Data Acquisition) system that can be accessed by the evolved entities (VPPs) under contracted use conditions. A case study evidences the advantages of the proposed methodology to support a Virtual Power Player (VPP) managing the energy resources that it can access in an incident situation.

Technical and economic resources management in smart grids using heuristic optimization methods

Intensive use of Distributed Generation (DG) represents a change in the paradigm of power systems operation making small-scale energy generation and storage decision making relevant for the whole system. This paradigm led to the concept of smart grid for which an efficient management, both in technical and economic terms, should be assured. This paper presents a new approach to solve the economic dispatch in smart grids. The proposed methodology for resource management involves two stages. The first one considers fuzzy set theory to define the natural resources range forecast as well as the load forecast. The second stage uses heuristic optimization to determine the economic dispatch considering the generation forecast, storage management and demand response

Distributed energy resources management with cyber-physical SCADA in the context of future smart grids

In the energy management of a small power system, the scheduling of the generation units is a crucial problem for which adequate methodologies can maximize the performance of the energy supply. This paper proposes an innovative methodology for distributed energy resources management. The optimal operation of distributed generation, demand response and storage resources is formulated as a mixed-integer linear programming model (MILP) and solved by a deterministic optimization technique CPLEX-based implemented in General Algebraic Modeling Systems (GAMS). The paper deals with a vision for the grids of the future, focusing on conceptual and operational aspects of electrical grids characterized by an intensive penetration of DG, in the scope of competitive environments and using artificial intelligence methodologies to attain the envisaged goals. These concepts are implemented in a computational framework which includes both grid and market simulation.

Organisational influence on volunteer satisfaction and attitudes towards HRM practices: the case of hospital volunteers

We examine volunteer satisfaction with HRM practices, namely recruitment, training and reward in NPOs and attitudes regarding the appropriateness of these practices. The participants in this study are 76 volunteers affiliated with four different NPOs, who work in hospitals and have direct contact with patients and their families. Analysing aggregate results we show that volunteers are more satisfied with training, and consider the training strategies to be very appropriate. After identifying differences between organisations we discover that in some organisations volunteers are satisfied with rewards but they have negative attitudes regarding the appropriateness of the recognition strategies. We also identify the volunteers who are the most and the least satisfied.

Gestão de recursos humanos

A gestão de recursos humanos é uma abordagem em ascenção e em constante mutação, exigindo-se às empresas capacidade de atração, motivação e retenção de recursos humanos. Este estudo tem como objetivo fundamental compreender quais as boas práticas na gestão de RH das unidades hoteleiras do Norte de Portugal. Adotando uma abordagem metodológica quantitativa, aplicamos como instrumento um questionário das melhores práticas na gestão internacional de recursos humanos, o qual foi adaptado ao respetivo contexto social, cultural e organizacional, às unidades hoteleiras da região do Norte de Portugal. O questionário foi respondido por cinquenta e dois gestores daquelas organizações. Os principais resultados obtidos sobre as boas práticas de recursos humanos utilizadas confirmam que os responsáveis acreditam estar a fazer uma gestão de pessoas muito eficaz, que os colaboradores apresentam um elevado desempenho e se encontram satisfeitos com o seu emprego. Utilizam de uma forma geral todas as práticas de recursos humanos eficazmente, que contribuem positivamente para o sucesso organizacional. Chegamos igualmente à conclusão, que estando perante um setor de atividade em franco crescimento e com uma enorme concorrência, só com uma leitura constante e adequada ao momento das várias práticas, permitirá aos seus gestores atualizar, adaptar a sua liderança e assim ter colaboradores satisfeitos, interessados e comprometidos com os objetivos organizacionais. Não obstante, conclui-se que se pode e deve fazer mais para continuar rumo à excelência.

Práticas de gestão de recursos humanos em pequenas e médias empresas

O presente estudo tem como principal objectivo caracterizar as práticas de Gestão de Recursos Humanos mais desenvolvidas em pequenas e médias empresas (PME’s) portuguesas. Para melhor contextualizar a realidade objecto de estudo, tomou-se como ponto de partida a abordagem teórica sobre as diferentes fases evolutivas do conceito e conteúdo da GRH e, consequentemente, a sua caracterização no nosso país. Adicionalmente, é analisado o papel que o departamento de recursos humanos assume no desenvolvimento da GRH no interior das PME’s através da disseminação que faz das suas diferentes práticas, previamente identificadas a partir da revisão de literatura analisada. Foi identificado um conjunto de 21 práticas de GRH como as mais comummente desenvolvidas em contexto organizacional. Conclui-se que as PME’s apresentam pouca intensidade no desenvolvimento de práticas de GRH, ao mesmo tempo que se apresentam como limitadoras do grau de intervenção do departamento de RH, no desenvolvimento dessas práticas.

Two divergent ways to manage HR and to get to the top: an exploratory study in micro firms

Aim of the paper: The purpose of this paper is to examine human resources management practices (HRM practices) in small firms and to improve the understanding of the relationship between this kind of practices and business growth. This exploratory study is based on the resource-based view of the firm and empirical work carried out in two small firms by relating HRM practices with the firms’ results. Contribution to the literature: This is an in-depth study of HRM practices and its impact on performance growth in micro firms, isolating and controlling for most of the contextual and internal variables considered in the literature that relate HRM to growth. Firm growth analysis was broadened by the use of several dependent variables: employment growth and operational and financial performance growth. Some hypotheses for further research in identifying HRM practices in small business and its relation with firm growth are suggested. Methodology: Case study methodology was used to study two firms. The techniques used to collect data were semi-structured interviews to the owner and all the employees, unstructured observation at the firms’ facilities (during two days), entrepreneur profile definition (survey answer) and document data collection (on demographic characterization and performance results). Data was analyzed through content analysis methodology, and categories derived from the interviews’ protocols and literature. Results and implications: Results revealed that despite the firms’ organizational characteristics similarities, they differ significantly in owners’ motivation to grow, HRM practices and organizational performance and growth. Future studies should pay special attention to owner willingness to grow, to firms’ years of experience in business, to staff’s years of experience in their field of work and turnover. HRM practices in micro/small firms should be better defined and characterized. The external image of management posture relating to longitudinal financial results and growth should also be explored.