The Approach to Development the Human Resources Intellectual Management System. Management Procedures

The Article suggests an approach to designing the Human Resources Intellectual Management System in order to increase Human Resources reliability, using the management methods known from the Theory of Management.. The Article examines the realization of the Subsystem of implementing management methods by the number of management procedures, executing the corresponding management method.

The Model of Unreliable Elements (Human Resources) Intellectual Management System on the Basis of Their Psychological and Personal Characteristics

The Article suggests a possible approach to creation of the Intellectual Management System for human resources and personnel (during their professional tasks solving), and that could consider personal characteristics and psychological condition of the human resources as an “unreliable” element. The Article describes some elements of the Intellectual Management System: professional activity model and “unreliable” element (human resources) model.

Managing human resources in Asia-Pacific

Given the enormous economic and developmental changes being experienced by nations in the Asia-Pacific region, and the related movement of people between and across countries, it is critical that we better understand the HRM policies and practices of these nations. The latest instalment in the Global HRM series, Managing Human Resources in Asia-Pacific (2E) presents the HRM situations in a number of South-East Asian and Pacific Rim countries, highlighting the growth of the personnel and HR function, the dominant HRM system(s) in the area, the influence of different factors on HRM, and the challenges faced by HR functions in these nations. This edition extends its coverage to Cambodia, Fiji, Indonesia, and the Philippines; a new chapter discusses HR research challenges in the region, such as the transferability of western constructs, problems with data collection, and the emergence of MNEs from Asia Pacific. © 2014 Taylor & Francis.

Employment and the Social Economy. EU Funding Opportunities for Developing Human Resources

The paper examines the role of EU cohesion policy in the field of human resources development and improving conditions for employment. The main objective of the analysis is to present a comprehensive picture about funding opportunities in connection with financing the activities of organisations of the social economy. As a background, the study stresses that the success of the European integration process depends to a great extent on the strength of economic and social cohesion between EU member states and regions. In order to create conditions for sustainable and balanced growth with social inclusion, there is a need to enhance the competitiveness of less developed regions combating the difficulties of structural change, and to improve their development prospects. To achieve this aim, one of the most important fields is to improve human resources. The paper points out, that EU cohesion policy has a crucial role in reducing disparities. After a general introduction to the EU level regional policy funding, the study focuses on the activities supported by the European Social Fund (ESF). The next part of the study deals with the possible types of the social economy projects and problems of self-financing. The author emphasises that social innovation emerges where State and markets fail to deliver for society (theory of non-profit/third sector) but not just to fix or replace them. The author concludes that these projects require state subsidies (official grants) at the beginning, but at the same time they can generate income. In this respect they follow same economic goals as other market actors, however, the crucial difference is that their main goal is not to make high profits for the owners. In the last part, as a concrete case study, the paper concentrates on the priorities of the Hungarian development plan in relation to social renewal. The author explains the priorities and fields of interventions of the social renewal programme. Finally, the chapter deals with the recent changes in the Hungarian employment policy and related measures supported by the European Social Fund. The chapter concludes that several employment programmes, projects for the development of social economy and programmes assisting the spreading of voluntariness and the training of volunteers have been launched with the co-financing of ESF.

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.

Efficacy and safety of out-of-hospital intravenous metoprolol administration in anterior ST-segment elevation acute myocardial infarction: insights from the METOCARD-CNIC trial

We seek to examine the efficacy and safety of prereperfusion emergency medical services (EMS)–administered intravenous metoprolol in anterior ST-segment elevation myocardial infarction patients undergoing eventual primary angioplasty. This is a prespecified subgroup analysis of the Effect of Metoprolol in Cardioprotection During an Acute Myocardial Infarction trial population, who all eventually received oral metoprolol within 12 to 24 hours. We studied patients receiving intravenous metoprolol by EMS and compared them with others treated by EMS but not receiving intravenous metoprolol. Outcomes included infarct size and left ventricular ejection fraction on cardiac magnetic resonance imaging at 1 week, and safety by measuring the incidence of the predefined combined endpoint (composite of death, malignant ventricular arrhythmias, advanced atrioventricular block, cardiogenic shock, or reinfarction) within the first 24 hours. From the total population of the trial (N=270), 147 patients (54%) were recruited during out-of-hospital assistance and transferred to the primary angioplasty center (74 intravenous metoprolol and 73 controls). Infarct size was smaller in patients receiving intravenous metoprolol compared with controls (23.4 [SD 15.0] versus 34.0 [SD 23.7] g; adjusted difference –11.4; 95% confidence interval [CI] –18.6 to –4.3). Left ventricular ejection fraction was higher in the intravenous metoprolol group (48.1% [SD 8.4%] versus 43.1% [SD 10.2%]; adjusted difference 5.0; 95% CI 1.6 to 8.4). Metoprolol administration did not increase the incidence of the prespecified safety combined endpoint: 6.8% versus 17.8% in controls (risk difference –11.1; 95% CI –21.5 to –0.6). Out-of-hospital administration of intravenous metoprolol by EMS within 4.5 hours of symptom onset in our subjects reduced infarct size and improved left ventricular ejection fraction with no excess of adverse events during the first 24 hours.

Liderazgo de Rango Total: revisión teórica del modelo

En el ámbito organizacional es necesario interiorizar y aplicar conceptos que generen herramientas que hagan posible el adecuado funcionamiento de las empresas a efectos de generar mejores resultados, no sólo en términos monetarios sino también sociales y éticos. En la actualidad, el entendimiento de las situaciones, circunstancias y relaciones que se dan dentro de una empresa es un factor relevante para la implementación de estrategias y técnicas, en aras de aumentar la productividad y la eficiencia de las compañías. Es allí donde empieza a tomar importancia la presencia de un líder en la compañía que actúe como agente de cambio y sea considerado como un modelo a seguir capaz de enfrentar situaciones emergentes, tanto positivas como negativas y así generar un cambio, deseos de mejora, propuestas inspiradoras e innovadoras. Lo anterior con el fin de proponer nuevas estrategias que beneficien a todos los involucrados, para así lograr los objetivos proyectados, evitando al máximo los posibles riesgos en que se pueda incurrir. A lo largo de la revisión teórica se tratará el modelo del liderazgo de rango total como un tipo de liderazgo donde el líder es capaz de moldear los puntos de vista, las percepciones, las actitudes y las creencias de los seguidores. Lo anterior sin dejar a un lado los demás estilos de liderazgo que componen el modelo de liderazgo de rango total, el cual puede ser considerado e incluido como una variable interesante en la realización de estudios para analizar la existencia de la relación entre el estilo de liderazgo y los resultados organizacionales.

Estudio del impacto del usuario final en los procesos de desarrollo de sistemas de información

Durante décadas y aun en la actualidad muchas organizaciones, a nivel mundial, continúan afrontando pérdidas significativas debido a fracasos parciales y totales respecto a sus inversiones en sistemas de información (SI), planteando serios retos a los niveles gerenciales y los profesionales de SI. Estadísticas alarmantes y décadas de experiencia en la praxis en el área de SI en diversas organizaciones llevan al autor a poner el énfasis en los usuarios finales internos (UF) que son designados como representantes (UFR) de sus pares en los proyectos de desarrollo de SI (PDSI) por considerarlos como factores influyentes de manera significativa en el problema. Particularmente, con enfoque en ciertos factores de los UFR críticos para el éxito de los PDSI, con dimensiones analizadas de forma aislada o incompleta en otros estudios empíricos, a la fecha. No se encontraron estudios en Latinoamérica ni en otras latitudes que abordasen el fenómeno del éxito/fracaso de los SI desde el punto de vista adoptado en esta tesis. Por ello, esta investigación empírica ha evaluado en qué grado estos factores pudiesen influenciar los resultados durante el desarrollo e implementación de SI y su posible impacto en la satisfacción de los UF, siendo esta última aceptada por variados autores como la principal medida del éxito de los SI. Este estudio fue realizado en América Latina en las cuatro grandes empresas industriales que integran verticalmente el sector aluminio de Venezuela, sometidas a un macro PDSI para instalar el paquete, de tipo ERP, SAP/R3. Experimentados profesionales fueron encuestados o entrevistados, tales como altos ejecutivos, desarrolladores, líderes de proyecto y líderes de los UF. Un enfoque metodológico de triangulación permitió combinar un análisis cuantitativo con un análisis cualitativo interpretativo del tipo hermenéutico/dialéctico, hallándose resultados convergentes y complementarios. Un análisis estadístico, utilizando Partial Least Squares (PLS), seguido de un análisis hermenéutico/dialéctico. Los resultados confirmaron un hecho importante: en los casos problemáticos, paradójicamente, los orígenes de las razones de rechazo de esos SI argumentadas por los UF, en alto grado, apuntaron a los UFR o a ellos mismos. Los resultados también confirmaron la prevalencia de factores de orden cognitivo, conductual y político en estas organizaciones sobre los tecnológicos, al igual que el alto riesgo de dar por sentado la presencia y calidad de los factores requeridos de los UFR y de los otros factores estudiados. La validación estadística del modelo propuesto reveló al constructo conocimientos de los UFR como la principal variable latente, con los variables indicadoras que componen este constructo ejerciendo la mayor influencia sobre la calidad y el éxito de los SI. Un hallazgo contrario al de otros estudios, mostró que los conocimientos sobre las tecnologías de la información (TI) fueron los menos relevantes. Los SI de nómina y de administración de los RRHH fueron los más problemáticos, como suele ser el caso, por su complejidad en organizaciones grandes. Las conclusiones principales confirman el decisivo rol de los UF para el éxito de los PDSI y su relación con la creciente problemática planteada, la cual amerita más investigación y de las organizaciones una mayor atención y preparación. Descuidar los factores humanos y sociales así como una efectiva planificación y gestión de los mismos en preparación para estos proyectos origina serios riesgos. No obstante las limitaciones de este trabajo, la problemática analizada suele influir en los PDSI en diversas organizaciones, indistintamente de su tamaño o tipo de SI, estimándose, por tanto, que los resultados, conclusiones y recomendaciones de esta investigación tienen un alto grado de generalización. Una relación de indicadores claves es suministrada con fines preventivos. Finalmente, los factores evaluados pueden usarse para ampliar el modelo reconocido de DeLone y McLean (2003), conectándolos como variables latentes de sus variables independientes calidad de la información y calidad del SI. ABSTRACT For decades, many organizations worldwide have been enduring heavy losses due to partial and total failures regarding their investments in information systems (IS), posing serious challenges to all management levels and IS practitioners. Alarming statistics in this regard and decades of practice in the IS area lead the author to place an emphasis on the end users (EU) who are appointed in representation of their peers (EUR) to IS development projects (ISDP), considering them as highly influential factors on the problem. Especially, focusing on certain EUR success factors, and their dimensions, deemed critical to any IS development and implementation, omitted or not thoroughly analyzed neither in the theory nor in the empirical research on the subject, so far. No studies were found in Latin America or elsewhere addressing the phenomenon of IS success/failure from the perspective presented herein. Hence, this empirical research has assessed to what degree such factors can influence the outcomes of an ISDP and their feasible impact on the EU´s satisfaction, being the latter accepted by several authors as the main measure of IS success. This study was performed in Latin America embracing four major industrial enterprises, which vertically integrate the aluminum sector of Venezuela, subjected to a macro ISDP to install the ERP-type package SAP/R3. The field work included surveying and interviewing experienced professionals such as IS executives, IS developers, IS project leaders and end-user project leaders. A triangulation methodological approach allowed combining quantitative and interpretive analyses, obtaining convergent and complementing results. A statistical analysis, using Partial Least Squares (PLS), was carried out followed by a hermeneutical/dialectical analysis. Results confirmed a major finding: in problematic cases, paradoxically, the origins of IS rejection reasons argued by the EU, at a high degree, were usually traceable to the EUR and themselves. The results also confirmed the prevalence of cognitive, behavioral and political factors in these organizations as well as the high risk of taking for granted the presence and quality of those factors demanded from the EUR. The statistical validation of the proposed model revealed the construct EUR knowledge as the main latent variable, with its items exerting a major influence on IS quality and success. Another finding, in contradiction with that of other studies, proved knowledge of information technology (IT) aspects to be irrelevant. The payroll and the human resources administration IS were the most problematic, as is usually the case in large companies. The main conclusions confirm the EU´s decisive role for IS success and their relationship with the problem, which continues, demanding more research and, from organizations, more attention and preparation. Neglecting human and social factors in organizations as well as their effective planning and management in preparation for ISDP poses serious risks. Despite the limitations of this work, the analyzed problem tends to influence ISDP in a wide range of organizations; regardless of their size or type of IS, thus showing a high degree of generalization. Therefore it is believed that the results, conclusions and suggestions of this research have a high degree of generalization. A detailed checklist comprising key measures is provided for preventive actions. Finally, the factors evaluated can be used to expand the well-known model of DeLone & McLean (2003), by connecting them as latent variables of its independent variables information quality and IS quality.

Strategic Human Resource Management of Volunteers and the Link to Hospital Patient Satisfaction

This article uses strategic human resource management theory to consider the ways in which volunteers can potentially enhance hospital patient satisfaction. Results of a structural equation modeling analysis of multi-source data on 107 U.S. hospitals show positive associations between hospital strategy, volunteer management practices, volunteer workforce attributes, and patient satisfaction. Although no causality can be assumed, the results shed light on the volunteer–patient satisfaction relationship and have important implications for hospital leaders, volunteer administrators, and future research.

Compreensão de processo de trabalho gerenciar em enfermagem pelos enfermeiros de um hospital estadual

Pós-graduação em Enfermagem (mestrado profissional) - FMB

Hospital Administrative Characteristics and Volunteer Resource Management Practices

Purpose – The purpose of this paper is to explore the links between various characteristics of hospital administration and the utilization of classes of volunteer resource management (VRM) practices. Design/methodology/approach – This paper uses original data collected via surveys of volunteer directors in 122 hospitals in five Northeastern and Southern US states. Findings – Structural equation modeling results suggest that number of paid volunteer management staff, scope of responsibility of the primary volunteer administrator, and hospital size are positively associated with increased usage of certain VRM practices. Research limitations/implications – First, the authors begin the exploration of VRM antecedents, and encourage others to continue this line of inquiry; and second, the authors assess dimensionality of practices, allowing future researchers to consider whether specific dimensions have a differential impact on key individual and organizational outcomes. Practical implications – Based on the findings of a relationship between administrative characteristics and the on-the-ground execution of VRM practice, a baseline audit comparing current practices to those VRM practices presented here might be useful in determining what next steps may be taken to focus investments in VRM that can ultimately drive practice utilization. Originality/value – The exploration of the dimensionality of volunteer management adds a novel perspective to both the academic study, and practice, of volunteer management. To the authors’ knowledge, this is the first empirical categorization of VRM practices.

Is the public sector ready to collaborate? Human resource implications of collaborative Arrangements

Relational governance arrangements across agencies and sectors have become prevalent as a means for government to become more responsive and effective in addressing complex, large scale or ‘wicked’ problems. The primary characteristic of such ‘collaborative’ arrangements is the utilisation of the joint capacities of multiple organisations to achieve collaborative advantage, which Huxham (1993) defines as the attainment of creative outcomes that are beyond the ability of single agencies to achieve. Attaining collaborative advantage requires organisations to develop collaborative capabilities that prepare organisations for collaborative practice (Huxham, 1993b). Further, collaborations require considerable investment of staff effort that could potentially be used beneficially elsewhere by both the government and non-government organisations involved in collaboration (Keast and Mandell, 2010). Collaborative arrangements to deliver services therefore requires a reconsideration of the way in which resources, including human resources, are conceptualised and deployed as well as changes to both the structure of public service agencies and the systems and processes by which they operate (Keast, forthcoming). A main aim of academic research and theorising has been to explore and define the requisite characteristics to achieve collaborative advantage. Such research has tended to focus on definitional, structural (Turrini, Cristofoli, Frosini, & Nasi, 2009) and organisational (Huxham, 1993) aspects and less on the roles government plays within cross-organisational or cross-sectoral arrangements. Ferlie and Steane (2002) note that there has been a general trend towards management led reforms of public agencies including the HRM practices utilised. Such trends have been significantly influenced by New Public Management (NPM) ideology with limited consideration to the implications for HRM practice in collaborative, rather than market contexts. Utilising case study data of a suite of collaborative efforts in Queensland, Australia, collected over a decade, this paper presents an examination of the network roles government agencies undertake. Implications for HRM in public sector agencies working within networked arrangements are drawn and implications for job design, recruitment, deployment and staff development are presented. The paper also makes theoretical advances in our understanding of Strategic Human Resource Management (SHRM) in network settings. While networks form part of the strategic armoury of government, networks operate to achieve collaborative advantage. SHRM with its focus on competitive advantage is argued to be appropriate in market situations, however is not an ideal conceptualisation in network situations. Commencing with an overview of literature on networks and network effectiveness, the paper presents the case studies and methodology; provides findings from the case studies in regard to the roles of government to achieve collaborative advantage and implications for HRM practice are presented. Implications for SHRM are considered.