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The development and management of human resources in Iran

Description: The problem with which this study is concerned is that of determining and analyzing the problems of human resources created in Iran. These problems are rooted deeply and stream from Iranian history, culture, and social environment. The main purposes of this study are three. The first is to determine and analyze problems of human resources created in Iran, including social environment, education, and employment. The second is to study and evaluate the manpower policy of Iranian economic development. The third is to apply human resource development in planning, educating, training, and developing the human resources required for the economic development of Iran.
Date: May 1979
Creator: Sharifzadeh, Mansour
Partner: UNT Libraries

Strategic Human Resources Planning in American Industrial and Service Companies

Description: This study investigated the current practices of strategic human resources planning (SHRP) at large industrial and service companies in the United States and compared these practices with Walker's Four Stages of Human Resources planning model. The data for this study were collected from 130 industrial companies and 117 service companies listed in Fortune directories of the largest 500 industrial and largest 500 service companies in the United States. The study investigated also the impact of internal and external environmental factors on these companies' practices of SHRP. MANOVA, Factor Analysis, and Percentile Analysis were used as prime statistical methods in this study. Environmental factors studied were found to explain 78 per cent of the variances among large American companies. No significant difference was found between industrial and service companies in their SHRP practices. Significant improvements have taken place in large United States business corporations' practices of SHRP since the introduction of Walker's model (1974). These improvements took place in human resources information systems, forecasting human resource needs, human resource planning and development, and evaluation of SHRP projects, but the improvements were unbalanced. The improvements in corporate-centered SHRP activities were greater than the improvements in employee-centered SHRP activities. The reasons for unbalanced developments were explained and future directions were predicted. The findings of this study were compared to the findings of many recent studies in SHRP fields and future directions of the developments of SHRP were discussed. The conclusions of this study suggested that United States corporations are in need of balanced development in both employee-centered and corporate-centered SHRP. American companies are in need of advanced models to shape their practice in SHRP fields. Walker's model has been evaluated as the best available model. The study showed that mediumsized companies in the United States will benefit from SHRP and that they are ...
Date: August 1988
Creator: Busiony, Ismail Ali
Partner: UNT Libraries

START Implementation Plan 1997-2002

Description: The primary goals of the SysTem for Analysis, Research and Training in global change science (START), which is co-sponsored by the International Geosphere-Biosphere Programme (IGBP); the International Human Dimensions Programme on Global Environmental Change (IHDP); and the World Climate Research Programme (WCRP) are to promote regional global change science and to enhance the capacity of individuals, institutions and developing regions to undertake such research. START capacity building initiatives include the recognition that human capacity building is much more than training and that, as with all development, sustainable development is best. Once-off training exercises are easy to organize, but are the least effective method of capacity enhancement and result in large cost/benefit ratios. In contrast, sustained development of human capacity through continual involvement with research maximizes efficiency and minimizes the cost/benefit ratio. START seeks to enhance regional global change research while at the same time enhancing the individual and institutional capacity to conduct such research. The details as to how START operates, and how it plans to encompass its vision and meet its objectives are given in the START Implementation Plan.
Date: 1998
Creator: Fuchs, Roland; Hassan, Virji & Fleming, Cory
Partner: UNT Libraries

Conceptual Foundation for Human Resource Accounting

Description: With the current strain on the world's material resources and the increase in their cost, a constant pressure is building to increase the productivity of human resources. Adding, to the strain is the increasing demand of society for a higher quality of life through more meaningful work. Responding to both of these pressures requires decisions that simultaneously meet the goals of organizations and the needs and values of employees. To make the kind of decisions demanded by this dual priority of human effectiveness and improved quality of life, information is needed to: 1. Improve understanding of the nature and scope of human resource expenditures; 2. Improve selection, retention, and motivation of employees; 3. Allocate money spent on human resources; 4. Overhaul the approach to communication among managers, between managers and other employees, and between the organization as a whole and outside parties; 5. Expand the scope of internal and external reports to deal with social as well as financial accomplishments. The ultimate objective of this research is to develop a human resource model and a heuristic for developing empirical support which can be useful to businessmen seeking to increase human effectiveness and improve the quality of life. The model merges several previously unrelated theories dealing with human resources and in the process contributes some new concepts.
Date: May 1974
Creator: Flowers, Vincent S.
Partner: UNT Libraries

Human Resources and Payroll Systems Requirements: Checklist for Reviewing Systems Under Federal Financial Management Improvement Act (Supersedes AIMD-98-21.2.3)

Description: Guidance issued by the General Accounting Office with an abstract that begins "This publication supersedes AIMD-98-21.2.3, Personnel-Payroll System Checklist: Systems Reviewed Under the Federal Financial Management Improvement Act of 1996 (Exposure Draft), December 1997. GAO published a functional requirements document to assist: (1) agencies in implementing and monitoring their human resources and payroll systems; and (2) management and auditors in reviewing their human resources and payroll systems to determine if they substantially comply with the Federal Financial Management Improvement Act of 1996."
Date: March 1, 2000
Creator: United States. General Accounting Office.
Partner: UNT Libraries Government Documents Department

A Construct Validity Analysis of the Work Perceptions Profile Data

Description: As work environments become more complex and demanding, organizations are becoming more interested in measuring the impact of their human resource development programs and initiatives. With this increased attention on data and measurement, human resource professionals have been encouraged to utilize data collection and data analysis techniques to make more objective and rationale human capital decisions and to verify business impact. As a result, the human resource profession has seen a significant increase in the use of surveys to measure anything from training effectiveness to the efficacy of recruitment procedures. The increase in the use of survey instruments requires that more focused attention is placed on the reliability and validity of data from any instrument used to make important human resource and business decisions. One instrument that is currently being used to measure career plateaus and job fit is the Work Perceptions Profile. The purpose of this research study was to conduct a construct validity analysis of the Work Perceptions Profile data and to determine the factor structure of data from its items. The data in this analysis supported a two-factor model structure with the first factor measuring Work Characteristics and a second factor measuring Performance. The results of this analysis will be helpful in exploring further how employees perceive their work place, their careers and their relationships with others within the organization.
Date: May 2015
Creator: Frear, Susan W.
Partner: UNT Libraries

The Effects of a Human Resources Information Technology Intervention on Background Check Processing in a Financial Institution: a Process Level Analysis.

Description: The human resources department of a financial institution implemented a multi-component intervention to replace a paper-based hiring system. Organization-wide impacts included changes in the background check operations. To support changes, training was conducted and procedure manuals distributed. Turn time for background checks decreased, but a combination of factors may be responsible. Other metrics are either inconclusive or suggest a confounding variable, yet quality of work did not suffer was maintained. Desired system use was achieved, accompanied by improvements in time-to-fill, voluntary turnover, and quality of applicants. Considerations for analysis and challenges faced are discussed, along with suggestions for further clarification and improvements.
Date: August 2008
Creator: Mallari, Alexander David
Partner: UNT Libraries

Mentoring Among Scientists: Implications of Interpersonal Relationships within a Formal Mentoring Program

Description: Mentoring is an established strategy for learning that has its root in antiquity. Most, if not all, successful scientists and engineers had an effective mentor at some point in their career. In the context of scientists and engineers, mentoring has been undefined. Reports addressing critical concerns regarding the future of science and engineering in the U.S. mention the practice of mentoring a priori, leaving organizations without guidance in its application. Preliminary results from this study imply that formal mentoring can be effective when properly defined and operationalized. Recognizing the uniqueness of the individual in a symbiotic mentor-protégé relationship significantly influences a protégé’s learning experience which carries repercussions into their career intentions. The mentor-protégé relationship is a key factor in succession planning and preserving and disseminating critical information and tacit knowledge essential to the development of leadership in the science and technological industry.
Date: November 1, 2006
Creator: Maughan, Bryan D.
Partner: UNT Libraries Government Documents Department

Executive Correspondence - John Gage, President of American Federation of Government Employees Public Policy Department

Description: Executive Correspondence - John Gage, President of American Federation of Government Employees Public Policy Department writing to express commitment of addressing labor-management concerns at the Army Reserve Human Resource Center St Louis Missouri
Date: August 16, 2005
Partner: UNT Libraries Government Documents Department

An Assessment of the Attitudes of the Personnel of Welfare-Oriented Governmental Agencies Toward the Poor

Description: This study explores and assesses the attitudes of the personnel of welfare-oriented governmental bureaucracies toward the poor. To fulfill these goals, a treatment and a control group were selected to compare their attitudes toward this group. They were measured by a disguised-structured instrument using the survey approach. It was found that the majority of respondents in both groups have a pro-poor attitude but it is more prevalent among the bureaucrats than among the students. In light of the knowledge we have of the effect of attitudes on the execution of policies, these results suggest that the policies governing the different programs studied are being executed to the advantage of the client.
Date: August 1979
Creator: Valverde Rocha, Maria de la Luz
Partner: UNT Libraries

[News Clip: Box lady]

Description: Video footage from the KXAS-TV/NBC station in Fort Worth, Texas, to accompany a news story. This story aired at 10 P.M.
Date: December 8, 1982
Creator: KXAS-TV (Television station : Fort Worth, Tex.)
Partner: UNT Libraries Special Collections

[News Clip: Child Welfare]

Description: B-roll video footage from the KXAS-TV/NBC station in Fort Worth, Texas, to accompany a news story.
Date: August 22, 1979, 10:00 p.m.
Creator: KXAS-TV (Television station : Fort Worth, Tex.)
Partner: UNT Libraries Special Collections

[News Clip: Medicaid]

Description: Video footage from the KXAS-TV/NBC station in Fort Worth, Texas, to accompany a news story.
Date: May 12, 1980, 10:00 p.m.
Creator: KXAS-TV (Television station : Fort Worth, Tex.)
Partner: UNT Libraries Special Collections

[News Clip: UTA Welfare]

Description: Video footage from the KXAS-TV/NBC station in Fort Worth, Texas, to accompany a news story.
Date: September 20, 1979, 5:00 p.m.
Creator: KXAS-TV (Television station : Fort Worth, Tex.)
Location Info:
Partner: UNT Libraries Special Collections

[News Clip: Roloff]

Description: Video footage from the KXAS-TV/NBC station in Fort Worth, Texas, to accompany a news story.
Date: June 19, 1979, 10:00 p.m.
Creator: KXAS-TV (Television station : Fort Worth, Tex.)
Partner: UNT Libraries Special Collections

[News Clip: Retard]

Description: Video footage from the KXAS-TV/NBC station in Fort Worth, Texas, to accompany a news story.
Date: March 5, 1980, 10:00 p.m.
Creator: KXAS-TV (Television station : Fort Worth, Tex.)
Partner: UNT Libraries Special Collections

[News Clip: Roloff]

Description: Video footage from the KXAS-TV/NBC station in Fort Worth, Texas, to accompany a news story.
Date: June 20, 1979, 10:00 p.m.
Creator: KXAS-TV (Television station : Fort Worth, Tex.)
Partner: UNT Libraries Special Collections