The Human Resources Strategy as the Key to Success of Knowledge Management in Companies Implementing New Technologies in the City of Montería

Knowledge management has been one of the topics of greatest interest in the field of organizational studies in recent years. The objective of this research is to analyze the adoptionof knowledge management practices and their relation to human resource policies. The study was carried out in companies operating in the city of Monteria from a quantitative analysis.

International public goods through integrated natural resources management research in CGIAR partnerships

The CGIAR System conducts research to produce international public goods (IPG) that are of wide applicability creating a scientific base which speeds and broadens local adaptive development. Integrated natural resources management (INRM) research is sometimes seen to be very location specific and consequently does not lend itself readily to the production of IPGs. In this paper we analyse ways in which strategic approaches to INRM research can have broad international applicability and serve as useful foundations for the development of locally adapted technologies. The paper describes the evolution of the IPG concept within the CGIAR and elaborates on five major types of IPGs that have been generated from a varied set of recent INRM research efforts. CGIAR networks have both strengths and weaknesses in INRM research and application, with enormous differences in relative research and development capacities, responsibilities and data access of its partners, making programme process evolution critical to acceptance and participation. Many of the lessons learnt regarding challenges and corresponding IPG research approaches are relevant to designing and managing future multi-scale, multi-locational, coordinated INRM programmes involving broad-based partnerships to address complex environmental and livelihood problems for development.

Change in Managers’ Conceptions of Human Resources in Organisations : Outcomes of an Intervention

Managers’ conceptions of the importance of human resources are essential for creating ‘attractive workplaces’. This paper examines an intervention method aimed at creating insight among managers in small and medium-sized enterprises (SMEs) concerning the potential of human resources. The intervention method is called Focus Group Attractive Work (FGAW) and was conducted at eight enterprises in Sweden. Based on the analysis, it is concluded that the intervention method seems to be thought-provoking and to facilitate changes in managers’ conceptions of the importance of human resources, albeit to different degrees. 

Tapping global human resources in an MBA teaching team : insights with implications for management education worldwide

It is found that geographic diversity, respect for differing beliefs, encouraging feedback, active participation and interaction with the students, and techniques such as active listening, contribute an architecture and atmosphere to student learning, teacher effectiveness and program excellence in virtual education. One functioning teaching team in University of Maryland University College’s online MBA program provides the action research foundation underpinning the findings. A widely dispersed team of academics and assistants have documented the ways they enhance educational information for students in the program. Assessment activities, supplementary communications and biographical information contribute to student perception of the quality of management education in the program. Mechanisms for effectively tapping a global faculty team are discussed and are informative for administrators and academics alike.

The SOLUTIONS project: challenges and responses for present and future emerging pollutants in land and water resources management.

SOLUTIONS (2013 to 2018) is a European Union Seventh Framework Programme Project (EU-FP7). The project aims to deliver a conceptual framework to support the evidence-based development of environmental policies with regard to water quality. SOLUTIONS will develop the tools for the identification, prioritisation and assessment of those water contaminants that may pose a risk to ecosystems and human health. To this end, a new generation of chemical and effect-based monitoring tools is developed and integrated with a full set of exposure, effect and risk assessment models. SOLUTIONS attempts to address legacy, present and future contamination by integrating monitoring and modelling based approaches with scenarios on future developments in society, economy and technology and thus in contamination. The project follows a solutions-oriented approach by addressing major problems of water and chemicals management and by assessing abatement options. SOLUTIONS takes advantage of the access to the infrastructure necessary to investigate the large basins of the Danube and Rhine as well as relevant Mediterranean basins as case studies, and puts major efforts on stakeholder dialogue and support. Particularly, the EU Water Framework Directive (WFD) Common Implementation Strategy (CIS) working groups, International River Commissions, and water works associations are directly supported with consistent guidance for the early detection, identification, prioritisation, and abatement of chemicals in the water cycle. SOLUTIONS will give a specific emphasis on concepts and tools for the impact and risk assessment of complex mixtures of emerging pollutants, their metabolites and transformation products. Analytical and effect-based screening tools will be applied together with ecological assessment tools for the identification of toxicants and their impacts. The SOLUTIONS approach is expected to provide transparent and evidence-based candidates or River Basin Specific Pollutants in the case study basins and to assist future review of priority pollutants under the WFD as well as potential abatement options.

Human resources policies for strategic csr. The experience of ree (Red Eléctrica de España)

Corporate Social Responsibility (CSR) strategies have a strong link with human resources policies. Not only because employees are one of the main stakeholders and because leaders’ style is directly related to the deployment of the strategy, but also, and with a growing importance, because a company culture aligned with CSR values could be a key competitive factor. The relationships among CSR values, employees’ commitment and productivity is one of the research lines of the GIOS (Grupo de Investigación de Organizaciones Sostenibles, Sustainable Organizations Research Group). Employees’ commitment management is one of the main challenges managers face, particularly in companies with a high proportion of knowledge workers. Many pieces of research indicate the direct relationship between employees’ commitment and company success. In this paper the results of a case study in REE (Red Eléctrica de España) identify some key variables to demonstrate that relationship. Based on commitment construct with the duality of emotional and rational commitment, and on the REE employee satisfaction survey, a direct relationship with organizational citizenship behaviour (OCB) variables appears. These OCB variables are an intermediate step with CSR values.From the results analysis of this survey a direct linear relationship can be seen between commitment and organizational citizenship behaviours. The relationships among emotional and rational commitment and OCB are examined separately with the conclusion being reached that there is a strong correlation in both cases. Moreover, the correlation between emotional commitment and OCB is somewhat stronger than that existing between rational commitment and OCB. it can also be seen how emotional commitment increases more strongly than rational commitment as organizational citizenship behaviours are gradually incorporated.

Sustaining improved U.S. participation in the International Labor Organization requires new approaches : report to the Chairman, Committee on Labor and Human Resources, United States Senate /

"B-214316"--Prelim. p.

Continuing financial management problems at the Equal Employment Opportunity Commission : report to the Chairman, Committee on Labor and Human Resources, United States Senate /

"B-205343"--Prelim. p.

Financial management problems at the Equal Employment Opportunity Commission : report to the chairman, Committee on Labor and Human Resources /

"B-205343"--Prelim. p.

Efficient management of health centres human resources in Zambia

This study uses Data Envelopment Analysis (DEA) to estimate the degree of technical, allocative and cost efficiency in individual public and private health centres in Zambia; and to identify the relative inefficiencies in the use of various inputs among individual health centers. About 83% of the 40 health centres were technically inefficient; and 88% of them were both allocatively and cost inefficient. The privately owned health centers were found to be more efficient than public facilities. © 2006 Springer Science+Business Media, Inc.