A Renewal Approach with Variable Number of Promotion and Recruitment in A Graded Manpower System with Double Jump
Nwaigwe,
Chrysogonus Chinagorom
Issue:
Volume 2, Issue 2, April 2014
Pages:
33-41
Received:
19 February 2014
Accepted:
21 May 2014
Published:
30 May 2014
Abstract: The use of the Renewal approach for the prediction of flows, entries and grade sizes as well as for control in systems where movement is restricted only to, the next higher level has been studied by many; promotions and recruitments were defined as expected numbers rather random numbers whereas, in reality, promotions and recruitments are often random variables. Few works on Renewal approach for a manpower system with double jump have assumed that promotion and recruitment are expected numbers. In the present work, we define promotions and recruitments as random variables and obtain their expectations and variances in a manpower system with single and double jumps.
Abstract: The use of the Renewal approach for the prediction of flows, entries and grade sizes as well as for control in systems where movement is restricted only to, the next higher level has been studied by many; promotions and recruitments were defined as expected numbers rather random numbers whereas, in reality, promotions and recruitments are often ran...
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The Current State of Quality Management in Human Resources Evaluation Process in Romania Public Higher Education System
Muscalu Emanoil,
Stanit Alexandra,
Constantinescu Mihaela Liliana
Issue:
Volume 2, Issue 2, April 2014
Pages:
42-46
Received:
3 April 2014
Accepted:
25 April 2014
Published:
30 May 2014
Abstract: HR resources are essential elements for the development and successful operation of contemporary higher education systems. Knowledge, skills, attitudes, motivation, individual characteristics of the university’s employees are the ones that provide the foundation for achieving quality. Changes in economic, social, demographic and technological sectors generate a dynamic external environment and sometimes difficult to predict. To understand the importance of the human resources evaluation process in universities, we must have in mind that this is a basic component of human resource management and quality management. Viewed as a way to get individual and organizational results much better by understanding and managing performance within a unified framework and context of learning, quality management can be defined as a strategic and integrated approach to ensure lasting success in universities activities.
Abstract: HR resources are essential elements for the development and successful operation of contemporary higher education systems. Knowledge, skills, attitudes, motivation, individual characteristics of the university’s employees are the ones that provide the foundation for achieving quality. Changes in economic, social, demographic and technological secto...
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