Descentralização e flexibilidade organizacional: implicações para a gestão de recursos humanos

Dissertação de mestrado em Estudos de Gestão

A influência das práticas de gestão de recursos humanos na criação de inovação: estudo de caso

Dissertação de mestrado em Gestão de Recursos Humanos

O recrutamento e seleção na AutoVision

Mestrado em Gestão de Recursos Humanos

Effects of anthropogenic impacts on benthic macroinvertebrates assemblages in subtropical mountain streams

The nature of the riparian and surrounding landscape has been modified by anthropogenic activities, which may subsequently alter the composition and functional structure of macroinvertebrate assemblages. The effect of these changes on function of benthic fauna is difficult to assess due to the scarce knowledge on functional structures in tropical streams. In this study we evaluate whether sites impacted and unimpacted by anthropogenic alterations differed in assemblage composition and density, richness and diversity of each functional feeding group. The selection of the sites was related to their distinct riparian characteristics, following the QBRy riparian quality index. Collector-gatherer was the dominant functional feeding group, comprising 91% of total density, whereas the proportion of shredders was very low, representing less of 0.5% of total density. Asemblage composition of macroinvertebrates differed between impacted and unimpacted sites. Predators were dominant in taxa number, representing about 60% of total taxa richness. In addition, the diversity and richness of collector-gatherers differed significantly between degraded and unimpacted sites, reflecting the sensitivity of this group to environmental changes and the utility to be used in the assessment of anthropogenic modifications. The results of this study reinforce the idea that riparian corridor management is critical for the distribution of macroinvertebrate assemblages as well as functional organization of lotic streams.

Diagnosi ambiental de la riera de Santa Coloma entre Santa Coloma de Farners i Riudarenes

A l’actualitat trobem nombrosos sistemes aquàtics alterats per diferents efectes d’origen antropogènic. Per tal d’evitar i/o disminuir aquests efectes va sorgir la Directiva Marc de l’Aigua (2000/60/CE) essent aquest un dels seus objectius. Aquest article descriu el funcionament hidrogeològic i l’estat ecològic de la riera de Santa Coloma, afluent de la Tordera (NE Catalunya), des de pràcticament el seu inici a Santa Coloma de Farners (Girona) fins a Riudarenes (Girona). S’intenta establir les possibles influències del funcionament hidrogeològic en l’estat ecològic a partir de dades piezomètriques, de cabal, fisicoquímiques i biològiques. Per aquesta última part s’han utilitzat indicadors biològics com l’índex d’hàbitat fluvial (IHF), avaluant l’hàbitat físic; l’índex de Qualitat del Bosc de Ribera (QBR), per determinar la qualitat ecològica de la zona de ribera; l’índex Biological Monitorig Working Party per a conques internes de Catalunya (BMWPC), per avaluar les diferents famílies de macroinvertebrats que hi viuen i l’índex ECOSTRIMED, una síntesi dels dos índex anteriors.

The relationship between HRM practices and organizational commitment of knowledge workers. Facts obtained from Swiss SMEs

This paper explores the effects of human resource management (HRM) practices in Swiss small -to-medium enterprises (SMEs). More specifically, the main objective of this study is to assess the impacts of HRM practices developed in Swiss SMEs upon the commitment of knowledge workers. Using data from a survey of over 198 knowledge workers, this study shows the importance of looking closer at HRM practices and, furthermore, to really investigate the impacts of the different HRM practices on employees' commitment. Results show, for example, that organisational support, procedural justice and the reputation of the organisation may clearly influence knowledge workers' commitment, whereas other HRM practices such as involvement in the decision-making, skills management or even the degree of satisfaction with pay do not have any impact on knowledge workers' commitment.

Anàlisi de la qualitat de l'aigua: estudi dels impactes humans sobre la qualitat de l'aigua en pous i basses del Parc del Garraf i rodalies

Amb la finalitat de conèixer l’estat de qualitat de les aigües de les basses i pous del Parc del Garraf, s’analitzen una sèrie de paràmetres fisico-químics en 17 estacions de mostreig prèviament seleccionades, distribuïdes en zones amb diferents tipologies d’ús del sòl. La base de l’anàlisi ha estat la integració d’informació provinent de diferents fonts. Mitjançant l’elaboració de taules i gràfics, la generació de cartografia i el tractament estadístic de les dades, s’ha procedit a la tria de punts de mostreig i s’ha obtingut un inventari que ha permès la interpretació global dels resultats, facilitant la diagnosi. El procés de tractament de dades inclou la confecció d’un índex de qualitat de les aigües (ICA) propi, no vinculant, a partir de fórmules genèriques de normalització i ponderació de valors. Durant la realització de la diagnosi s’han detectat pertorbacions puntuals en determinats paràmetres corresponents a contaminacions locals, en diferents estacions de mostreig. Aquestes pertorbacions s’han relacionat amb la situació dels pous i les basses al Garraf i les tipologies d’ús del sòl de cada zona. El diagnòstic de pertorbacions ha orientat les propostes de millora aplicables que s’han dividit en tres classes segons el nivell d’actuació. Aquestes incideixen principalment, en la millora de la informació disponible, l’aplicació de l’agricultura ecològica, l’explotació sostenible dels aqüífers i la realització d’estudis globals i/o locals, més complets i exhaustius.

An Integrated Work Force Planning Strategy For The Health Services 2009 - 2012

Workforce planning identifies the composition of the workforce required to deliver health service goals. It encompasses a range of human resource activities aimed at the short, medium and long-term. Workforce planning that is integrated with service and financial planning offers the best opportunity for linking human resource decisions to the strategic goals for the health services. Systems and structures are required to support and develop workforce planning activities

Guía metodológica para la elaboración de planes de igualdad en entidades del Sistema Sanitario Público de Andalucía (SSPA)

Currently equality plans are an effective tool to incorporate equal opportunities in human resource management of both companies and public administrations. They are also the appropriate mechanism to detect possible disparities and gender gaps in employment. Configured as an ordered set of actions and measures taken after a diagnosis of the situation and help organizations to promote equal treatment and opportunities between women and men in the workplace, and help eliminate discrimination based on sex. In this regard, the Directorate General of Health Planning and Innovation of the Ministry of Health, intends to promote and facilitate the development and implementation of equality plans in institutions and centers of the Andalusian Public Health System. This has raised the production and dissemination of a methodological guide that supports the design of equality plans in unison to allow both the completion of the monitoring process as the development and practical implementation of those plans.

Condition of Iowa Community Colleges, 2003

Enrollment, Human Resource, Economic Development, and Financial Information of the Community Colleges for Fiscal Year 2003.

Welcoming New Iowans: A Guide for Managers and Supervisors; The Best Practices of Iowa Employers with Immigrants and efugees in the Workplace, 2002

This guidebook has been published by the University of Northern Iowa New Iowans Program to assist employers, managers and supervisors with the unique challenges associated with hiring, training and integrating immigrant and refugee workers. Its purpose is to promote proactive engagement of newcomer workers to assure the vitality of Iowa businesses. Successful integration of immigrants and refugees in our workplaces and communities is essential to insure Iowa’s long-term economic and social health. This book provides essential information for human resource directors, trainers, supervisors and others as they meet the challenges and rewards of hiring immigrants and refugees. Of course, no guidebook can provide simple solutions to complex issues in a great variety if workplaces. This is not a “cookbook” with recipes that provide easy answers to challenges facing every company and worker. All employers are unique and approach problems differently. What works in one company might not work as well in another.

Just the Facts for 2004

The information in “Just the Facts for 2004” is a snapshot of the workforce, collected, compiled, and presented in a format that will aid agencies and decision makers in strategic planning. In many cases, data cover a number of years and are presented to give the reader a sense of trends. While the Department of Administrative Services (DAS), Human Resource Enterprise (HRE) wants to present data in its purist form so readers can draw their own conclusions, we also have a responsibility to clarify anything that may be confusing or misleading. It is important to highlight workforce trends and explain their significance to the work of Iowa state government. The following chapter summaries are intended to do that.

Executive Order Number Fifty Nine, September 30, 1996

Assings the responsibility of meeting State's requirement to eastablish a Human Resource Investment Council, in conformance with P.L. 102-367. Rescinds Executive Order #53.

Development of nursing management competencies: guidelines for continuous education services

Abstract OBJECTIVE Developing continuing education guidelines for the development of nursing management competencies along with the members of the Center of Nursing Continuing Education of Parana. METHOD A qualitative research outlined by the action research method, with a sample consisting of 16 nurses. Data collection was carried out in three stages and data were analyzed according to the thematic analysis technique. RESULTS It was possible to discuss the demands and difficulties in developing nursing management competencies in hospital organizations and to collectively design a guideline. CONCLUSION The action research contributed to the production of knowledge, confirming the need and the importance of changing the educational processes and evaluations, based on methodologies and instruments for professional development in accordance with human resource policies and contemporary organizational policies.

Time standards of nursing in Primary Health Care: an observational study

Abstract OBJECTIVE To determine time standards for interventions and activities conducted by nursing professionals in Family Health Units (FHU) in Brazil to substantiate the calculation of work force. METHOD This was an observational study carried out in 27 FHU, in 12 municipalities in 10 states, in 2013. In each unit, nursing professionals were observed every 10 minutes, for eight work hours, on five consecutive days via the work sampling technique. RESULTS A total of 32,613 observations were made, involving 47 nurses and 93 nursing technicians/assistants. Appointments were the main intervention carried out by nurses, with a mean time of 25.3 minutes, followed by record-keeping, which corresponded to 9.7%. On average, nursing technicians/assistants spent 6.3% of their time keeping records and 30.6 intervention minutes on immunization/vaccination control. CONCLUSION The study resulted in standard times of interventions carried out by the FHU nursing team, which can underpin the determination of nursing staff size and human resource policies. Furthermore, the study showed the panorama of interventions currently employed, allowing for the work process to be reviewed and optimized.