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簡介：2000英文單詞，英文單詞，11萬英文字符，中文萬英文字符，中文3350字文獻(xiàn)出處文獻(xiàn)出處TRIPATHIKPASTUDYOFINFORMATIONSYSTEMSINHUMANRESOURCEMANAGEMENTHRMJINTERNATIONALJOURNALOFCOMPUTERAPPLICATIONS,2011,228913ASTUDYOFINFORMATIONSYSTEMSINHUMANRESOURCEMANAGEMENTHRMKPTRIPATHIABSTRACTINTODAY’SORGANIZATIONSHUMANRESOURCEISCONSIDEREDASONEOFTHEKEYRESOURCESOFBUSINESSORGANIZATIONSTHETRANSACTIONPROCESSINGLAYEROFMISINHUMANRESOURCEFUNCTIONDEALSWITHROUTINEACTIVITIESLIKEATTENDANCERECORDINGANDPAYROLLCALCULATIONSTHEOPERATIONALLEVELACTIVITIESALSOINCLUDEMAINTAININGTHEEMPLOYEERECORDSWHICHISUSEDASABASISFORSTRATEGICLAYERSWITHTHEGROWINGIMPORTANCEOFHUMANRESOURCEMANAGEMENTANDINCREASINGSIZEOFTHEORGANIZATIONS,MAINTENANCEOFEMPLOYEERELATEDDATAANDGENERATINGAPPROPRIATEREPORTSARETHECRUCIALASPECTSOFANYORGANIZATIONTHEREFOREMOREANDMOREORGANIZATIONSAREADOPTINGCOMPUTERBASEDHUMANRESOURCEMANAGEMENTSYSTEMSHRMSTHISPAPERISANATTEMPTTOHIGHLIGHTSTHEROLEOFINFORMATIONSYSTEMSINHUMANRESOURCEMANAGEMENTANDSHOWHOWITHELPSINTAKINGMANAGEMENTDECISIONSRELATEDTOMANAGEMENTFUNCTIONESPECIALLYFORTHETOPMANAGEMENTKEYWORDSMANAGEMENTINFORMATIONSYSTEM,DECISIONMAKING,TRANSACTIONPROCESSINGUNIT,MISMODEL1INTRODUCTIONTHEMANAGEMENTINFORMATIONSYSTEMISACOLLECTIONOFMEN,TOOLS,PROCEDURESANDSOFTWARETOPERFORMVARIOUSBUSINESSTASKSATVARIOUSLEVELSINTHEORGANIZATIONMANYORGANIZATIONSHAVESEPARATEMISDEPARTMENTSWHICHAREINVOLVEDINMAINTAININGRECORDS,PERFORMINGTRANSACTIONS,REPORTGENERATIONSANDCONSOLIDATIONOFTHEIMPORTANTINFORMATIONWHICHWILLBESUPPLIEDTOTHEVARIOUSLEVELSOFTHEMANAGEMENTMISHASTHREEBASICLEVELSOPERATIONAL,MIDDLEMANAGEMENTANDTOPMANAGEMENTWHERETHEINFORMATIONISPASSEDFROMBOTTOMTOTOPTHISPAPERISANATTEMPTTODESIGNANINFORMATIONSYSTEMFORBIRLACORPORATIONLIMITED,WHICHINVOLVESATTENDANCECAPTURINGRECORDINGSYSTEMWHICHWILLBEUSEDINMONITORINGTHESTAFF,CONTROLOVERTHEIRREGULARITIESANDREPORTINGTOTHETOPMANAGEMENTANDSHOWHOWITISUSEFULINDECISIONMAKINGATTOPLEVEL112OBJECTIVETHERESEARCHERHASPROPOSEDTHESTUDYON‘ASTUDYOFINFORMATIONSYSTEMSINHUMANRESOURCEMANAGEMENTHRM’WITHRESPECTTOBIRLACORPORATIONLIMITEDTHESELECTEDORGANIZATIONISOFALARGESCALEINTERMSOFSIZE,AREAANDMANPOWERREQUIREMENTAFTERPRELIMINARYSTUDYITWASFELTTODEVELOPANINFORMATIONSYSTEMFORVARIOUSFUNCTIONALITIESSPECIFICALLYMAINTAININGATTENDANCEBYCOMPUTERIZEDMETHODSANDGENERATINGREPORTSFORTOPLEVELMANAGEMENTANDMIDDLELEVELMANAGEMENT3RELATEDWORKTLUCEYINTHEBOOKENTITLED‘MANAGEMENTINFORMATIONSYSTEMS’DEFINESMISASASYSTEMTOCONVERTDATAFROMINTERNALANDEXTERNALSOURCESINTOINFORMATIONANDTOCOMMUNICATETHATINFORMATIONISANAPPROPRIATEFORMTOMANAGERSATALLLEVELSINALLFUNCTIONSTOENABLETHEMTOMAKETIMELYANDEFFECTIVEDECISIONSFORPLANNING,DIRECTINGANDCONTROLLINGTHEACTIVITIESFORWHICHTHEYARERESPONSIBLE5BARRYECUSHINGINTHEBOOKENTITLED‘ACCOUNTINGINFORMATIONSYSTEMSANDBUSINESSORGANIZATIONS’SUGGESTSTHEDEFINITIONOFMISASASETOFHUMANANDCAPITALRESOURCESWITHINANORGANIZATIONWHICHISRESPONSIBLEFORTHECOLLECTIONANDPROCESSINGOFDATATOORGANIZATIONTHEABOVEDEFINITIONEMPHASIZESANASSOCIATIONBETWEENMISANDDECISIONMAKINGAPPLICATIONSOFTWARETHATPROCESSESDATA,WHICHISNOTUSEDFORDECISIONMAKING,CANNOTBECALLEDANMISFORINSTANCE,ACOMPUTERAIDEDDESIGNSYSTEMISNOTANMISANMISDEALSWITHINFORMATIONTHATISSYSTEMATICALLYANDROUTINELYCOLLECTEDINACCORDANCEWITHAWELLDEFINEDSETOFRULESINOTHERWORDS,DATACOLLECTIONISAPLANNEDACTIVITYFORWHICHRESOURCESAREALLOCATEDANDRULESAREDEFINED8GORRYANDSCOTTMORTONHAVEIDENTIFIEDTHEINFORMATIONREQUIREMENTSWHICHAREPRESENTISTABLE1TABLE1INFORMATIONREQUIREMENTSOFVARIOUSLEVELSOFMANAGEMENTCHARACTERISTICSOPERATIONALCONTROLMANAGEMENTCONTROLSTRATEGICPLANNINGSOURCELARGELYINTERNAL→EXTERNALSCOPEWELLDEFINED,NARROW→VERYWIDELEVELOFAGGREGATIONDETAILED→AGGREGATETIMEHORIZONHISTORICAL→FUTURECURRENCYHIGHLYCURRENT→QUITEOLDREQUIREDACCURACYHIGH→LOWFREQUENCYOFUSEVERYFREQUENT→INFREQUENT5OVERVIEWOFORGANIZATIONBIRLACORPORATIONLIMITEDHASNUMBEROFPLANTS,OUTOFWHICH,TWOATSATNAMPSATNACEMENTWORKSBIRLAVIKASCEMENT,CHANDERIARAJASTANBIRLACEMENTWORKSCHANDERIACEMENTWORKS,ANDDURGAPURWB–DURGAPURCEMENTWORKSDURGAHITECHCEMENTANDONEATRAEBARELIUPTHEYMANUFACTUREVARIETIESOFCEMENTLIKEORDINARYPORTLANDCEMENTOPC,4353GRADES,PORTLANDPOZZOLANACEMENTPPC,FLYASHBASEDPPC,LOWALKALIPORTLANDCEMENT,PORTLANDSLAGCEMENT,LOWHEATCEMENTANDSULPHATERESISTANTCEMENTTHETOTALEMPLOYEESINTHEPLANTAREFOUNDAROUND5200OFVARIOUSCATEGORIESTHESYSTEMDEVELOPEDISUSEDTOMAINTAINATTENDANCERECORDFORTHESAME16DEVELOPMENTOFMISTHEDEVELOPMENTPROCESSOFMISRELATESWITHTHELONGTERMBUSINESSPLANSOFTHEORGANIZATIONSMISREQUIRESRESOURCESLIKECAPITAL,TIMEANDCAPACITYTHEENDRESULTISINFORMATIONINTHEFORMOFREPORTSMOSTOFTHEORGANIZATIONSDONOTRECOGNIZEINFORMATIONASARESOURCETHEYSEEINFORMATIONASAROUTINENECESSITYASANORGANIZATIONGROWS,THEINFORMATIONALSOINCREASESMANIFOLDTHEMISPLANSAREDEVELOPEDCONCURRENTTOTHEBUSINESSPLANSANORGANIZATIONOFANYSIZEDEALSWITHNUMEROUSPIECESOFINFORMATION7MANAGEMENTINFORMATIONSYSTEMMISMAYBEDEVELOPEDUSINGFOLLOWINGWAYS1PROTOTYPEMETHOD

簡介：INTERNATIONALJOURNALOFCOMPUTERAPPLICATIONS0975–8887VOLUME22–NO8,MAY20119ASTUDYOFINFORMATIONSYSTEMSINHUMANRESOURCEMANAGEMENTHRMKPTRIPATHIASSISTANTPROFESSORMCAPROGRAMMEBHARATIVIDYAPEETHDEEMEDUNIVERSITYINSTITUTEOFMANAGEMENT,KOLHAPUR,INDIAABSTRACTINTODAY’SORGANIZATIONSHUMANRESOURCEISCONSIDEREDASONEOFTHEKEYRESOURCESOFBUSINESSORGANIZATIONSTHETRANSACTIONPROCESSINGLAYEROFMISINHUMANRESOURCEFUNCTIONDEALSWITHROUTINEACTIVITIESLIKEATTENDANCERECORDINGANDPAYROLLCALCULATIONSTHEOPERATIONALLEVELACTIVITIESALSOINCLUDEMAINTAININGTHEEMPLOYEERECORDSWHICHISUSEDASABASISFORSTRATEGICLAYERSWITHTHEGROWINGIMPORTANCEOFHUMANRESOURCEMANAGEMENTANDINCREASINGSIZEOFTHEORGANIZATIONS,MAINTENANCEOFEMPLOYEERELATEDDATAANDGENERATINGAPPROPRIATEREPORTSARETHECRUCIALASPECTSOFANYORGANIZATIONTHEREFOREMOREANDMOREORGANIZATIONSAREADOPTINGCOMPUTERBASEDHUMANRESOURCEMANAGEMENTSYSTEMSHRMSTHISPAPERISANATTEMPTTOHIGHLIGHTSTHEROLEOFINFORMATIONSYSTEMSINHUMANRESOURCEMANAGEMENTANDSHOWHOWITHELPSINTAKINGMANAGEMENTDECISIONSRELATEDTOMANAGEMENTFUNCTIONESPECIALLYFORTHETOPMANAGEMENTKEYWORDSMANAGEMENTINFORMATIONSYSTEM,DECISIONMAKING,TRANSACTIONPROCESSINGUNIT,MISMODEL1INTRODUCTIONTHEMANAGEMENTINFORMATIONSYSTEMISACOLLECTIONOFMEN,TOOLS,PROCEDURESANDSOFTWARETOPERFORMVARIOUSBUSINESSTASKSATVARIOUSLEVELSINTHEORGANIZATIONMANYORGANIZATIONSHAVESEPARATEMISDEPARTMENTSWHICHAREINVOLVEDINMAINTAININGRECORDS,PERFORMINGTRANSACTIONS,REPORTGENERATIONSANDCONSOLIDATIONOFTHEIMPORTANTINFORMATIONWHICHWILLBESUPPLIEDTOTHEVARIOUSLEVELSOFTHEMANAGEMENTMISHASTHREEBASICLEVELSOPERATIONAL,MIDDLEMANAGEMENTANDTOPMANAGEMENTWHERETHEINFORMATIONISPASSEDFROMBOTTOMTOTOPTHISPAPERISANATTEMPTTODESIGNANINFORMATIONSYSTEMFORBIRLACORPORATIONLIMITED,WHICHINVOLVESATTENDANCECAPTURINGRECORDINGSYSTEMWHICHWILLBEUSEDINMONITORINGTHESTAFF,CONTROLOVERTHEIRREGULARITIESANDREPORTINGTOTHETOPMANAGEMENTANDSHOWHOWITISUSEFULINDECISIONMAKINGATTOPLEVEL112OBJECTIVETHERESEARCHERHASPROPOSEDTHESTUDYON‘ASTUDYOFINFORMATIONSYSTEMSINHUMANRESOURCEMANAGEMENTHRM’WITHRESPECTTOBIRLACORPORATIONLIMITEDTHESELECTEDORGANIZATIONISOFALARGESCALEINTERMSOFSIZE,AREAANDMANPOWERREQUIREMENTAFTERPRELIMINARYSTUDYITWASFELTTODEVELOPANINFORMATIONSYSTEMFORVARIOUSFUNCTIONALITIESSPECIFICALLYMAINTAININGATTENDANCEBYCOMPUTERIZEDMETHODSANDGENERATINGREPORTSFORTOPLEVELMANAGEMENTANDMIDDLELEVELMANAGEMENT3RELATEDWORKTLUCEYINTHEBOOKENTITLED‘MANAGEMENTINFORMATIONSYSTEMS’DEFINESMISASASYSTEMTOCONVERTDATAFROMINTERNALANDEXTERNALSOURCESINTOINFORMATIONANDTOCOMMUNICATETHATINFORMATIONISANAPPROPRIATEFORMTOMANAGERSATALLLEVELSINALLFUNCTIONSTOENABLETHEMTOMAKETIMELYANDEFFECTIVEDECISIONSFORPLANNING,DIRECTINGANDCONTROLLINGTHEACTIVITIESFORWHICHTHEYARERESPONSIBLE5BARRYECUSHINGINTHEBOOKENTITLED‘ACCOUNTINGINFORMATIONSYSTEMSANDBUSINESSORGANIZATIONS’SUGGESTSTHEDEFINITIONOFMISASASETOFHUMANANDCAPITALRESOURCESWITHINANORGANIZATIONWHICHISRESPONSIBLEFORTHECOLLECTIONANDPROCESSINGOFDATATOPRODUCEINFORMATIONWHICHISUSEFULTOALLLEVELSOFMANAGEMENTINPLANNINGANDCONTROLLINGTHEACTIVITIESOFTHEORGANIZATION5THEMANAGEMENTINFORMATIONSYSTEMMISHASEVOLVEDASANIMPORTANTTOOLANDTECHNIQUEINBUSINESSMANAGEMENTAREAINTHECURRENTOPPORTUNITIESANDBUSINESSTHREATSRIGHTINFORMATIONATRIGHTTIMEINRIGHTFORMATWILLDECIDETHEMANAGEMENTS’HUMANRESOURCEDECISIONSMISISONEOFTHEIMPORTANTFUNCTIONSOFMANAGEMENTINTHE21STCENTURYTHEORGANIZATIONSNEEDTHEINFORMATIONWHICHISACCURATE,TIMELYANDRELIABLETHEMISPLAYSANIMPORTANTROLEINPROVIDINGTHEINFORMATIONREQUIREDFORCRUCIALDECISIONMAKINGWHICHAFFECTSDIRECTLYTOTHEPERFORMANCEOFTHEORGANIZATION8114CONCEPTANDMEANINGOFMISTHEINITIALCONCEPTOFMISWASTOPROCESSDATAFROMTHEORGANIZATIONANDPRESENTSITINTHEFORMOFREPORTSATREGULARINTERVALSTHESYSTEMWASLARGELYCAPABLEOFHANDLINGTHEDATAFROMCOLLECTIONTOPROCESSINGITWASMOREIMPERSONAL,REQUIRINGEACHINDIVIDUALTOPICKANDCHOOSETHEPROCESSEDDATAANDUSEITFORHISREQUIREMENTSTHEMISDIFFERSSINCETHEPEOPLEINTWOORGANIZATIONSINVOLVEDINTHESAMEBUSINESSTHEMISISFORTHEPEOPLEINTHEORGANIZATIONTHEMISMODELMAYBETHESAMEBUTITDIFFERSGREATLYINTHECONTENTSINTERNATIONALJOURNALOFCOMPUTERAPPLICATIONS0975–8887VOLUME22–NO8,MAY201111MANAGEMENTINFORMATIONSYSTEMMISMAYBEDEVELOPEDUSINGFOLLOWINGWAYS1PROTOTYPEMETHOD2LIFECYCLEAPPROACHINTHEPROTOTYPEMETHOD,INITIALMETHODSAREDEVELOPEDFIRSTONCEIMPLEMENTED,THESYSTEMISREFINEDANDMODIFIEDASPERNEWSPECIFICATIONSTHISITERATIVEPROCESSISFOLLOWEDTILLTHESYSTEMISACCEPTEDBYTHEUSERINLIFECYCLEAPPROACH,THEMISDEVELOPMENTISCARRIEDOUTTHROUGHDIFFERENTPHASESTHEPHASESAREFEASIBILITYSTUDY,ANALYSIS,DESIGN,IMPLEMENTATIONANDREVIEWTHECHOICEOFMISDESIGNISDECIDEDONTHEBASISOFNATUREOFTHESYSTEMANDITSAPPLICATIONSTHUSTHEMISISDEVELOPEDOVERTIMEASTHEBUSINESSINCREASESTHEFOLLOWINGCHARTSHOWSHOWMISCANBEDEVELOPEDINANORGANIZATIONFIG2MANAGEMENTINFORMATIONSYSTEMMISDEVELOPMENTMODEL7DESIGNINGMISFORACRSFIG3MISDESIGNEDFORATTENDANCECAPTURINGRECORDINGSYSTEMTHEMAINOBJECTIVEOFATTENDANCECAPTURINGRECORDINGSYSTEMACRSISTOENSURETHATTHEATTENDANCEIEPRESENCEORABSENCEOFEMPLOYEESISACCURATELYRECORDEDANDREPORTEDFORCOMPUTATIONOFPAYABLEDAYS,OVERTIMEHOURS,FESTIVALALLOWANCESANDPAYABLEESICONTRIBUTIONSETC71RESPONSIBILITIESFOLLOWINGARETHERESPONSIBILITIESASSIGNEDATVARIOUSLEVELSINTHEORG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簡介：PROCEDIASOCIALANDBEHAVIORALSCIENCES1562014223–226AVAILABLEONLINEATWWWSCIENCEDIRECTCOMSCIENCEDIRECT18770428?2014THEAUTHORSPUBLISHEDBYELSEVIERLTDTHISISANOPENACCESSARTICLEUNDERTHECCBYNCNDLICENSEHTTP//CREATIVECOMMONSORG/LICENSES/BYNCND/30/PEERREVIEWUNDERRESPONSIBILITYOFTHEKAUNASUNIVERSITYOFTECHNOLOGYDOI101016/JSBSPRO20141117819THINTERNATIONALSCIENTIFICCONFERENCEECONOMICSANDMANAGEMENT2014,ICEM2014,2325APRIL2014,RIGA,LATVIATHEIMPACTOFHUMANRESOURCEMANAGEMENTPRACTICESONEMPLOYEETURNOVERIVETAOZOLINAOZOLAAARIGATECHNICALUNIVERSITY,LATVIAABSTRACTTHEAIMOFTHISRESEARCHWASTOIDENTIFYTHEHUMANRESOURCEMANAGEMENTPRACTICESTHATAREEFFECTIVEFOREMPLOYEETURNOVERREDUCINGFORTHISPURPOSETHEMETHODSOFDOCUMENTANALYSISANDEXPERTSURVEYWEREUSEDONTHEBASISOFANALYSISOFTHESCIENTIFICLITERATURERETRIEVEDFROMACADEMICDATABASESTHEHUMANRESOURCEMANAGEMENTPRACTICES,WHICHWEREMENTIONEDINCONNECTIONWITHEMPLOYEETURNOVER,WEREDETECTEDANDDESCRIBEDITSEFFECTONEMPLOYEETURNOVERBYCONDUCTINGTWOSEPARATEEXPERTSURVEYSTHEINITIALINFORMATIONABOUTTHESPREADOFSOMEIDENTIFIEDHUMANRESOURCEMANAGEMENTPRACTICESANDABOUTTHEPOTENTIALEFFECTIVENESSOFTHESEPRACTICESINLATVIANORGANISATIONS,ISACQUIREDANDANALYSED?2014THEAUTHORSPUBLISHEDBYELSEVIERLTDPEERREVIEWUNDERRESPONSIBILITYOFTHEKAUNASUNIVERSITYOFTECHNOLOGYKEYWORDSHUMANRESOURCEMANAGEMENTPRACTICESEMPLOYEETURNOVERLATVIA1INTRODUCTIONEMPLOYEETURNOVERASINDICATORREFLECTSTHERATEOFEMPLOYEESLEAVINGTHEORGANISATIONINRELATIONTOTHEAVERAGENUMBEROFEMPLOYEESINTHEORGANISATIONDURINGTHEREPORTINGPERIODASRECENTREVIEWSOFEMPLOYEETURNOVERSTUDIESSHOWHOLTOMETAL,2008STEELMCELROYETAL,2001,WORKFORCEPERFORMANCESHAWETAL,2005,INSTRUMENTALCOMMUNICATIONANDBEHAVIOURALCORRESPONDINGAUTHORTEL37126533278EMAILADDRESSIVETAOZOLINAOZOLARTULV?2014THEAUTHORSPUBLISHEDBYELSEVIERLTDTHISISANOPENACCESSARTICLEUNDERTHECCBYNCNDLICENSEHTTP//CREATIVECOMMONSORG/LICENSES/BYNCND/30/PEERREVIEWUNDERRESPONSIBILITYOFTHEKAUNASUNIVERSITYOFTECHNOLOGY225IVETAOZOLINAOZOLA/PROCEDIASOCIALANDBEHAVIORALSCIENCES1562014223–226“REFERENCESAVAILABLE”,ANDCHOSENARTICLESWRITTENINENGLISH,LATVIANORRUSSIANLANGUAGETHESEARCHINBOTHDATABASESWASNOTRESTRICTEDBYARTICLE’SPUBLICATIONDATATHERESULTSOFLITERATURESEARCHWERENARROWEDBYEXCLUDINGARTICLES1EXPLOREDONLY“TURNOVERINTENTION”,2BASEDONLYONQUALITATIVEMETHODS,3LACKINGTHEQUANTITATIVERESULTSOFRESEARCH,OR4ANALYSEDEMPLOYEETURNOVERONLYINGOVERNMENTALINSTITUTIONSAFTERASSESSINGOFSELECTEDARTICLES’QUALITY,THETHEMATICANALYSISANDINTEGRATEDREVIEWWERECONDUCTEDADDITIONALLYTOSEEKINGTHEEMPLOYEETURNOVERANDHUMANRESOURCEMANAGEMENTPRACTICESRELATIONSHIPS,THESPECIALATTENTIONWASFOCUSEDONFINDINGOFEVIDENCESRELATEDTOLATVIANORGANISATIONSINTHISSCOPEASTHEPRELIMINARYSEARCHRESULTS,OBTAINEDFROMGLOBALACADEMICDATABASES,REVEALEDONLYAFEWRELEVANTSTUDIESTHEELECTRONICUNIONCATALOGUEOFLATVIANLIBRARIES,GOOGLESCHOLARANDGOOGLEWEREUSEDTOCOLLECTANDANALYSEINFORMATIONCOMPRISINGTHEMEOFEMPLOYEETURNOVERINLATVIANORGANISATIONSTOFINDOUTTHESPREADOFSOMEIDENTIFIEDEFFECTIVEHUMANRESOURCEMANAGEMENTPRACTICESANDTOEVALUATEITSPOTENTIALEFFECTIVENESSTOREDUCEEMPLOYEETURNOVERINLATVIANORGANISATIONSTHEEXPERTSURVEYMETHODWASAPPLIEDTWOSEPARATEEXPERTGROUPSWEREFORMEDBOTHGROUPSCONSISTEDOFLATVIANRESIDENTSFIRSTEXPERTGROUPINCLUDED14EXPERTSWITHACADEMICORPRACTICALEXPERIENCEINHUMANRESOURCEMANAGEMENTFIELDTHEEXPERTSOFTHISGROUPWEREOFFEREDTOEVALUATETHESPREADOFEACHOFTHE18HUMANRESOURCEMANAGEMENTPRACTICESINLATVIANORGANISATIONSSEPARATELYFORPRIVATEANDPUBLICSECTORTHELISTOF18HUMANRESOURCEMANAGEMENTPRACTICESWASADAPTEDFROMGUEST’SRESEARCHGUEST,2000ABOUTHIGHCOMMITMENTHUMANRESOURCEMANAGEMENTPRACTICESTHELEVELOFTHESPREADOFEACHPRACTICESWASMEASUREDONA5POINTLIKERTSCALE0THISPRACTICEPRACTICALLYISNOTAPPLIED,4THISPRACTICEISAPPLIEDVERYEXTENSIVELY,ANDTHENWASANALYSEDWITHDESCRIPTIVESTATISTICSMETHODSTHEDIFFERENCEBETWEENEXPERTS’OPINIONSETSCONCERNINGPRIVATEANDPUBLICSECTORSWASCHECKEDUSINGTHENONPARAMETRICMETHODWILCOXONCRITERIONTOGETVIEWABOUTTHEPOTENTIALEFFECTIVENESSOFEXPLOREDABOVEPRACTICESINLATVIANORGANISATIONSTHESECONDEXPERTGROUPWASFORMEDTHISEXPERTGROUPINCLUDEDOTHER18EXPERTS,8OFTHEMWEREWITHOUTEXPERIENCEINHUMANRESOURCEMANAGEMENT,AND10EXPERTSHADSUCHEXPERIENCETHEEXPERTSWEREOFFEREDTOEVALUATE,INWHATEXTENTEACHOFTHE18HUMANRESOURCEMANAGEMENTPRACTICESENHANCESEPARATELYTHEEMPLOYEECOMMITMENTANDTHEEMPLOYEEPERFORMANCEINLATVIANORGANISATIONSTHELEVELOFTHEPOTENTIALOFEACHPRACTICESWASMEASUREDON4POINTSCALE1THISPRACTICEREDUCE,2HASNOTEFFECT,3ENHANCE,4VERYENHANCETHEEMPLOYEECOMMITMENT/PERFORMANCEALSOTHEEXPERTSWEREOFFEREDTOSELECTATLEAST5MOSTEFFECTIVEPRACTICES,SEPARATELYFOREMPLOYEECOMMITMENTANDPERFORMANCE,ANDTORANKTHEM1THEMOSTEFFECTIVEFURTHERTHEDATAWASANALYSEDWITHDESCRIPTIVESTATISTICSMETHODSANDNONPARAMETRICMETHODWILCOXONCRITERIONBESIDESOFTHEANALYSISOFCENTRALTENDENCYANDDIFFERENCEINHUMANRESOURCEMANAGEMENTPRACTICES’SCORESGIVENTOEMPLOYEECOMMITMENTANDPERFORMANCETHEDIFFERENCEBETWEENOPINIONSOFEXPERTSWITHORWITHOUTTHEEXPERIENCEINHUMANRESOURCEMANAGEMENTFIELDISANALYSED3RESULTSTHEIDENTIFIEDHUMANRESOURCEMANAGEMENTPRACTICESASSOCIATEDWITHLOWEMPLOYEETURNOVERCOULDBEGROUPEDINTOFOLLOWINGCATEGORIESJOBDESIGNRECRUITMENTANDSELECTIONINDUCTIONTRAI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簡介：EMPLOYEE’STURNOVERINTENTIONSISTHISHRFAILUREOREMPLOYEE’SBETTEREMPLOYMENTOPPORTUNITYMUHAMMADEHSANMALIK1,RIZWANQAISERDANISH2,YASINMUNIR3DEAN,FACULTYOFECONOMICSANDMANAGEMENTSCIENCES,DIRECTOR,INSTITUTEOFBUSINESSADMINISTRATION,DIRECTORGENERAL,GUJRANWALACAMPUS,UNIVERSITYOFTHEPUNJAB,LAHORE,PAKISTAN2UNIVERSITYOFTHEPUNJAB,GUJRANWALACAMPUS,PAKISTAN3NATIONALUNIVERSITYOFMODERNLANGUAGES,PAKISTANABSTRACTALLOVERTHEGLOBEORGANIZATIONSHAVEREALIZEDTHATSKILLEDLABORANDTECHNOCRATPEOPLEEXPLOITTHEORGANIZATIONFORBETTERINCENTIVESHOWTOREDUCEEMPLOYEE’STURNOVERINTENTIONISAVERYPIVOTALCHALLENGEFORTODAY’SHRMANAGERSPAYBETTERINCENTIVESANDEMPLOYEE’SMOTIVATIONALTECHNIQUESHAVEBEENUSELESSANDOLDPRACTICESOFTHEHUMANRESOURCEMANAGEMENTTOANALYZEEMPLOYEE’STURNOVERINTENTIONANDITSIMPACTONORGANIZATIONALOUTCOMES277QUESTIONNAIRESWEREDISTRIBUTEDINHUNDREDORGANIZATIONSFROM5MAJORINDUSTRIESIEMANUFACTURING,HIGHEREDUCATION,BANKING,TELECOMMUNICATIONANDHOSPITALITYINDUSTRYOFPAKISTANTWOHUNDREDCOMPLETESURVEYSWERERECEIVEDATRESPONSERATE72THISSTUDYPROVIDESFAVORABLERESULTSANDDIRECTIONSFORHRDIRECTORSTOREDUCEEMPLOYEE’STURNOVERINTENTIONSFUTUREDIRECTIONSANDMAJORLIMITATIONSAREALSODISCUSSEDINTHISSTUDYKEYWORDSTURNOVERINTENTION,MANAGERIALATTITUDE,JOBSATISFACTION,JOBINVOLVEMENT,WORKINGENVIRONMENT,1INTRODUCTIONMANAGINGEMPLOYEE’SBEHAVIOR,WORKSCHEDULES,PERFORMANCEREPORTS,EMPLOYEE’STRAINING,MOTIVATIONALACTIVITIES,“RIGHTPERSONATTHERIGHTPLACE,”HIRINGANDFIRINGARECOMMONPRACTICESBYTHEDEPARTMENTOFHUMANRESOURCEMANAGEMENTOFANYDEVELOPEDORGANIZATIONSALLOVERTHEGLOBEORGANIZATIONSHAVEREALIZEDTHATSKILLEDLABORANDTECHNOCRATPEOPLEEXPLOITTHEORGANIZATIONFORBETTERPAYINCENTIVESATLEASTAMOUNTOFWORKLOADBECAUSETHEYKNOWHUMANRESOURCEISABIGCOMPETITIVEADVANTAGEFORTHEORGANIZATIONSINDEVELOPINGCOUNTRIESSKILLEDLABORANDTECHNOCRATPEOPLEAREPSYCHOLOGICALLYANDECONOMICALLYKIDNAPPEDFROMTHEIRCOMPETITORSWITHTWOPLUSTWOPACKAGESTOCOMPETETHEMARKETANDMANYTIMESTHEYSUCCEEDEDTOHARNESSTHEORGANIZATIONSWITHTHESTAKEHOLDERSSUCHPRACTICESENCOURAGETHEEMPLOYEESTOGETBETTEREMPLOYMENTOPPORTUNITIESHOWEMPLOYEE’STURNOVERINTENTIONCANBEREDUCEDISABIGCHALLENGEFORTHEDIRECTORSOFHUMANRESOURCEMANAGEMENTTHEOBJECTIVEOFTHISSTUDYISTOANALYZETHEIMPACTOFJOBSATISFACTION,JOBINVOLVEMENT,JOBSTRESSANDORGANIZATIONALCOMMITMENTONEMPLOYEE’STURNOVERINTENTIONTHISSTUDYISANENDEAVORTOFORMULATESTRATEGIESFORBEHAVIORALINTENTIONOFTHEEMPLOYEESTOWARDSJOBTURNOVERTOCOPEWITHTHECURRENTPACEOFTHEWORLD2LITERATUREREVIEWORGANIZATIONALCULTURE,GOALORIENTATIONANDPERFORMANCEAREPREDICTEDASCAREERSATISFACTIONWHILECAREERSATISFACTIONAISAPROMINENTPREDICTOROFORGANIZATIONALCOMMITMENTANDORGANIZATIONALCOMMITMENTISTHEPREDICTOROFEMPLOYEE’STURNOVERINTENTIONS1EMPLOYEESTURNOVERINTENTIONSHAVENEGATIVEANDDIRECTLYRELATIONSHIPWITHLEADERSHIPBEHAVIORANDALSOSATISFACTIONASAMEDIATEDHAVENEGATIVEIMPACTONLEADERSHIP2CORRESPONDINGAUTHORTEL923455131410EMAILADDRESSRDANISH2000YAHOOCOUK3262011INTERNATIONALCONFERENCEONINNOVATION,MANAGEMENTANDSERVICEIPEDRVOL142011?2011IACSITPRESS,SINGAPORE326H6STRONGNEGATIVEASSOCIATIONOFTRAININGCONSISTENCYANDEMPLOYEE’STURNOVERINTENSIONANDPOSITIVEASSOCIATIONWITHORGANIZATIONALOUTCOMESH7STRONGNEGATIVEASSOCIATIONOFWORKINGENVIRONMENTANDEMPLOYEE’STURNOVERINTENSIONANDPOSITIVEASSOCIATIONWITHORGANIZATIONALOUTCOMESH8STRONGNEGATIVEASSOCIATIONOFEMPLOYEE’SPRIORITIESANDEMPLOYEE’STURNOVERINTENSIONANDPOSITIVEASSOCIATIONWITHORGANIZATIONALOUTCOMES3METHODOLOGYTOANALYZEANDCONCLUDEEMPLOYEE’STURNOVERINTENSIONANDITSIMPACTONORGANIZATIONALOUTCOME,AQUESTIONNAIREWASADOPTED277QUESTIONNAIRESWEREDISTRIBUTEDOUTOF200COMPLETEQUESTIONNAIREWERERECEIVEDTOANALYZETHEDATATHESEQUESTIONNAIRESWEREDISTRIBUTEDAMONGPRIVATEANDPUBLICORGANIZATIONSOFGUJRANWALA,DASKAANDSIALKOTREGIONOFPAKISTANANONPROBABILITYCONVENIENTRANDOMSAMPLINGTECHNIQUEWASUSEDTOADDRESSTHERESPONSESATTHERATEOF72QUESTIONNAIREWASFURTHERCLASSIFIEDINTOTWOMAJORSECTIONS,1STONEWASDEMOGRAPHICSECTIONANDOTHERWASSUBJECTIVESECTION31DEMOGRAPHICSECTIONDEMOGRAPHICSECTIONOFTHISQUESTIONNAIREPRESENTINFORMATIONABOUTTHEEMPLOYEE’SGENDER,AGE,MARITALSTATUS,SECTOR,INDUSTRIALCOMPOSITIONSECTOR,ESTABLISHMENTSIZE,JOBTENUREINORGANIZATIONANDPOSITIONATWHICHTHEYAREWORKINGTOTALRESPONDENTWERE200OUTOFTHAT127WEREMALEANDFEMALERESPONDENTSWERE73INNUMBERSWHILETHEAGEOFMAJORITYOFEMPLOYEESWEREINTHERANGEOF3039YEARSANDTHEIRFREQUENCYWAS53INMARITALSTATUSOFTHEEMPLOYEES127WEREMARRIEDRESTOFTHEEMPLOYEESWERESINGLEMAJORITYEMPLOYEESWEREFROMPRIVATESECTORMAJORITYEMPLOYEESBELONGTOEDUCATIONINDUSTRYWHICHIS57INNUMBERANDHAVINGCUMULATIVEPERCENTAGE847,WHILETHEESTABLISHMENTSIZEOFTHEMAJORITYOFEMPLOYEESWEREBETWEENINTHERANGEOF100199JOBTENUREINORGANIZATIONOFTHEMAJORITYOFEMPLOYEESWASINTHERANGEOF35YEARSANDPOSITIONATWHICHEMPLOYEESWEREWORKING,THEMAJORITYOFEMPLOYEESWEREATMANAGERIAL/SUPERVISORYPOSITION4ANALYSISANDDISCUSSIONTODETERMINETHEIMPACTOFEMPLOYEE’STURNOVERINTENSIONANDITSIMPACTONORGANIZATIONALOUTCOMEORGANIZATIONALOUTCOMESDESCRIPTIVESTATISTICSANDPEARSONMOMENTCORRELATIONISAPPLIEDWHILECRONBACH’SALPHAISALSOMENTIONREGARDINGEACHQUESTIONANDRESULTSARESHOWNINTABLE41TOTESTTHEHYPOTHESESANDTODETERMINETHEASSOCIATIONOFEACHVARIABLE,PEARSON’SCORRELATIONCOEFFI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簡介：?2017,IJARCSMSALLRIGHTSRESERVED99|PAGEISSN23217782ONLINEEISJNA43723114IMPACTFACTOR6047VOLUME5,ISSUE3,MARCH2017INTERNATIONALJOURNALOFADVANCERESEARCHINCOMPUTERSCIENCEANDMANAGEMENTSTUDIESRESEARCHARTICLE/SURVEYPAPER/CASESTUDYAVAILABLEONLINEATWWWIJARCSMSCOMERECRUITMENTANEWDIMENSIONOFHUMANRESOURCEMANAGEMENTININDIASNEHASINGHRESEARCHSCHOLAR,FACULTYOFRURALDEVELOPMENTANDBUSINESSMANAGEMENTMAHATMAGANDHICHITRAKOOTGRAMODAYVISHWAVIDYALAYASATNA,MP,INDIAABSTRACTINTHERAPIDLYCHANGINGGLOBALWORLDECONOMY,THEONLYESSENTIALVALUEFORANENTERPRISEISTHEEXPERIENCE,SKILLS,INNOVATIVENESSANDINSIGHTSOFITSMANPOWERRESOURCESTHEYARETHEKEYCOMPONENTSANDARECONSIDEREDASTHEASSETSOFTHEORGANIZATIONINTHISHIGHLYCOMPETITIVEMARKETORGANIZATIONSNEEDTOHAVETHATCORESTRENGTHOFEFFECTIVEWORKFORCEEVERYORGANIZATIONPUTINTHEIRBESTTOATTRACT,HIREANDRETAINTHETALENTEDMANPOWERRESOURCES,WHICHISTHEBIGGESTCHALLENGEOFCURRENTSYSTEMTHISPAPERIDENTIFIESINTERNETRECRUITMENTMETHODSFROMRELEVANTLITERATURE,ANDDESCRIBESHOWTHEIRBENEFITSOFONLINERECRUITMENTCANINFLUENCETHETIMEANDCOSTCONTAINMENTTODAY,ONEOFTHEMOSTCRUCIALSOURCESOFCOMPETITIVEADVANTAGEISBASEDONHUMANRESOURCEEFFORTSTHROUGHATTRACTINGANDRETAININGTALENTEDINDIVIDUALSLIKEALLOTHERDISCIPLINESHUMANRESOURCEMANAGEMENTHASALSOGROWNTOHEIGHTSANDWORKINGINCREDIBLYFORTHEBETTERMENTOFTHEORGANIZATIONSANDPEOPLEINGENERALRECRUITMENTTHROUGHINTERNETHASHELPEDINTAKINGHRMTOEHRMATTRACTINGPOTENTIALCANDIDATESTOANORGANIZATIONFROMTHERECRUITMENTPROCESS,WHICHISREFERREDTOASERECRUITMENTTHEPRACTICEOFISSUINGAVACANTPOSITIONANDAPPLYINGFORAJOBVIAAWEBSITEHASINCREASEDSTEADILYTHEPURPOSEOFTHISPAPERISTOBROADENTHERESEARCHONTHEONLINERECRUITMENTPRACTICESFORTHEENTIREDEVELOPMENTOFTHEORGANIZATIONWITHFOCUSONERECRUITMENTPRACTICESANDTRENDSININDIAKEYWORDSEHRM,ERECRUITMENT,INTERNET,TRENDS,RETAINIINTRODUCTIONERECRUITMENT,POPULARLYKNOWNASONLINERECRUITMENT,ISTHEPRACTICEOFUSINGTECHNOLOGYANDSPECIFICALLYWEBBASEDRESOURCESFORPROCESSINVOLVEDWITHFINDING,ATTRACTING,ASSESSING,INTERVIEWINGANDPROCURINGNEWPERSONNELTHEAIMOFERECRUITMENTISTOMAKETHEPROCESSESINVOLVEDMOREEFFICIENTANDEFFECTIVE,ASWELLASLESSEXPENSIVEONLINERECRUITMENTCANREACHALARGERSETOFPOTENTIALEMPLOYEESANDFACILITATETHESELECTIONPROCESSERECRUITMENTHASBEENANISSUEOFINTERESTOVERTHEPASTTENYEARSINTERNETISCONSIDEREDASTHELATESTMODEOFHIRINGITISAKINDOFREVOLUTIONINTHEWORLDOFRECRUITMENTTHETERMONLINERECRUITMENT,ERECRUITMENTORINTERNETRECRUITING,IMPLYTHEFORMALSOURCINGOFJOBINFORMATIONONLINEWECANFINDTHEINITIALTRACESOFERECRUITMENTAPPEAREDINARTICLESOFTHEMID1980SERECRUITMENTCANBEBROADLYDIVIDEDINTOTWOTYPESCORPORATEWEBSITEFORRECRUITMENTANDCOMMERCIALJOBSBOARDSSUCHASMONSTERCOM,NAUKRICOMETCFORPOSTINGJOBADVERTISEMENTSNOWADAYS,EMPLOYEESTAKEHELPOFPRIVATEORPUBLICAGENCIES,TOGETTHEIRDREAMJOBANDATTHESAMETIMEITREDUCESTHETIMEANDCOSTOFTHEORGANIZATIONSALSOBUTWEMUSTACCEPTTHEFACTTHATADVANCEMENTOFTECHNOLOGIESMADEMUCHEASIERFORTHEGLOBALHRMANAGERSNOTONLYTOBELIEVEONAGENCIESBUTALSOTHEYBELIEVEONINTERNETERECRUITMENTISUSINGINFORMATIONTECHNOLOGYFORHIRINGTHEEMPLOYEES,TOREACHTHEMASSESANDTOSAVETIMEERECRUITMENTFALLSUNDEREHRMIT’SCOMPLETELYONTHEEMPLOYERSTHATHOWTOTAKETHEWHOLECONCEPTOFERECRUITMENTFURTHERSNEHAETAL,INTERNATIONALJOURNALOFADVANCERESEARCHINCOMPUTERSCIENCEANDMANAGEMENTSTUDIESVOLUME5,ISSUE3,MARCH2017PG99105?2017,IJARCSMSALLRIGHTSRESERVEDISSN23217782ONLINEIMPACTFACTOR6047EISJNA43723114101|PAGEBSCOPEOFTHESTUDYONLINERECRUITMENTISNOMOREANEXCLUSIVEDOMAINOFTHETECHNOLOGICALLYSAVVY,THECURIOUSANDTHEULTRASOPHISTICATEDSECTIONOFTHESOCIETYTODAY,WITHTHISMEDIUMTRIED,TESTEDANDPROVENTOBETRUEANDMOREIMPORTANTLYABSOLUTELYNECESSARY,PROFESSIONALRECRUITERSANDEMPLOYERSEQUALLYDEPENDSANDTRUSTJOBPORTALSASAPRIMARYSOURCEOFPROFESSIONALTALENTBOTHONAWHOLEANDINSOMECASESTOCOMPLEMENTTRADITIONALHIRINGMETHODSONLINERECRUITMENTHASANEDGEINTERMSOFLONGITIVITYALSOASITSLIFEISLONGERTHANPAPERBASEDADVERTISEMENTSCOMPARATIVELYALSO,THOSEADSONLINEHAVETHESCOPEOFALTERATIONANYTIMECOMPANIESCANPOSTCOMPLETEDETAILEDDESCRIPTIONOFTHEJOBSCANANSWERTOFREQUENTLYASKEDQUESTIONSCALLEDASFAQSTHISADDEDINFORMATIONATTRACTSMORECANDIDATESANDSAVESTIMEOFEMPLOYERSIRRESPECTIVEOFTIMECANDIDATESCANCHECKJOBSASPERTHEIRCONVENIENCEROUNDTHECLOCKWHICHGIVESTHEMHANDINESSTOSEARCHANDAPPLYFORABETTERCAREEROPPORTUNITYASPERTHEABOVEMENTIONEDFACTSANDDISCUSSIONSWECANCLEARLYSEETHECOMMENDABLEGROWTHOFRECRUITMENTINDUSTRYANDGETTINGBENEFITTEDBYTHEIMPLEMENTATIONOFERECRUITMENTWECANSAYONTHEBASISOFABOVEDISCUSSIONTHATERECRUITMENTHASDEFINITELYREDUCEDTHEBURDENOFHUMANRESOURCEDEPARTMENTTOAGREATEXTENTANDALSOPROVIDEDWITHAMUCHMOREENHANCEDANDEFFICIENTWORKINGMETHODSERECRUITMENTISUNDOUBTEDLYTIMESAVVY,SIMPLER,TRANSPARENTANDWORLDWIDEACCESSIBLEIIIRECRUITMENTORGANIZATIONMAKEPLANNINGONTHEBASISOFWHICHREQUIREDNUMBEROFHUMANRESOURCEAREDETERMINED,THENTHENEXTSTEPWILLBETHEPROCUREMENTROLE,ITISTOALLOCATETHESOURCESFROMWHERETHEREQUIREDMANPOWERCANBEAVAILABLETOATTRACTTHEMTOWARDSTHEORGANIZATIONTHISISKNOWNAS‘RECRUITMENT’ORGANIZATIONHASTORECRUITPEOPLEWITHMANDATORYSKILLS,QUALIFICATIONSANDEXPERIENCEFIGURE2TRADITIONALRECRUITMENTPROCESSSOURCEANNAHOLM’SVISUALSUMMARIZATIONOFTHETRADITIONALRECRUITMENTPROCESS2012

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簡介：2450英文單詞，英文單詞，14500英文字符，中文英文字符，中文4400字文獻(xiàn)出處文獻(xiàn)出處?SMAILBIRCAN,GEN?LERFANALYSISOFINNOVATIONBASEDHUMANRESOURCESFORSUSTAINABLEDEVELOPMENTJPROCEDIASOCIALANDBEHAVIORALSCIENCES,2015,19513481354ANALYSISOFINNOVATIONBASEDHUMANRESOURCESFORSUSTAINABLEDEVELOPMENTISMAILBIRCANANDFUNDAGENCLERABSTRACTTHESPREADOFINNOVATIONBASEDHUMANRESOURCESWILLACCELERATEBYTHEEMERGENCEOFNEWBUSINESSAREAS,KNOWLEDGE,SKILLS,ANDEXPANSIONOFHIGHVALUEADDEDPRODUCTIONARESEARCH,ANALYZINGASURVEYOFTHEWORLDSLARGEST500COMPANIESINDICATESTHAT80OFTHEVALUEOFACOMPANYWASTOCREATETANGIBLEASSETS40YEARSAGOWHEREAS,TODAY,LARGECOMPANIESCONSTITUTE80OFTHEIRVALUESTOPROPERTYRIGHTSANDHIGHQUALITYOFHUMANRESOURCESTHEANALYSISMADEBYTHEOECDFORCOUNTRIESSUCHASUSA,FRANCE,DENMARK,GERMANYANDOTHEROECDMEMBERSINDICATESTHATARELATIONSHIPHASBEENFOUNDBETWEENHUMANRESOURCESTHATHASGROWNINTHEFIELDOFSCIENCETECHNOLOGYANDTHEDEVELOPMENTINTECHNOLOGYANDINNOVATIONONTHEOTHERHAND,TECHNICALINNOVATIONHASBEENEMPHASIZEDASANIMPORTANTFACTORINHUMANRESOURCESMANAGEMENTTHENUMBEROFSTUDIESCONDUCTEDINTHESUBJECTSOFTECHNOLOGICALANDOVERALLINNOVATION,HUMANRESOURCESMANAGEMENTANDENTREPRENEURSHIPHASINCREASEDINRECENTYEARSINTHISSTUDY,INNOVATIONBASEDHUMANRESOURCESANALYSISEMPLOYEDBYWESTERNANDFAREASTASIANCOUNTRIESWILLBEANALYSEDTHROUGHCONTENTANALYSISANDTHESUBJECTWILLBEEVALUATEDINTERMSOFTURKEYINTHISSTUDY,THELINEARRELATIONSHIPBETWEENSUSTAINABLEDEVELOPMENTANDINNOVATIONBASEDHUMANRESOURCESWILLBEINVESTIGATEDTHROUGHMULTIPLEANALYSISMETHODS,INNOVATIONBASEDHUMANRESOURCESANALYSISWILLBEHANDLEDESPECIALLYINDEVELOPINGCOUNTRIESTRAININGOFHUMANRESOURCESINTHISCONTEXTWILLBEANIMPORTANTOPPORTUNITYFORFUTUREASINTHEEXAMPLEOFJAPANANDSOUTHKOREATHISRESEARCHREPRESENTSASIGNIFICANTANALYSISOFDATACAREFULLYSTUDIEDTHROUGHOECDANDOTHERINTERNATIONALRESOURCESKEYWORDSSUSTAINABLEDEVELOPMENT,EDUCATION,EDUCATIONALINVESTMENT,HUMANRESOURCES,INNOVATION1INTRODUCTIONSOCIALANTHROPOLOGISTSDIVIDEHISTORYOFHUMANITYINTOTHREEPERIODSHUNTINGCOLLECTINGAGRICULTUREANDURBANINDUSTRIALFORTHELAST400CENTURIESITISKNOWNTHATTECHNOLOGICALINNOVATIONSHAVEBEENPRODUCEDDURINGTHEURBANINDUSTRIALPERIODALTHOUGHTHEFIRSTTWOPERIODSLASTEDFORTHOUSANDSOFYEARS,INDUSTRIALPERIODHASBEENLIMITEDTOSEVERALCENTURIESTHEUNIVERSITIESINABOUT20,000INTHEWORLD,HIGHEREDUCATIONHAVESPREADANDINEVITABLY,TRAINEDQUALIFIEDHUMANRESOURCESHAVEACCELERATEDTHEECONOMICDEVELOPMENTPOSTWORLDWARIITHENUMBEROFACADEMICSTUDIESTOFINDOUTQUICKANSWERSTODEVELOPMENTISSUESWITHTRAINEDHUMANRESOURCESHASINCREASEDEICHER,1979EFFICIENCY,COMPATIBILITY,TOTALQUALITYMANAGEMENT,INFORMATIONTECHNOLOGIESANDINNOVATIONFOCUSEDPRODUCTIONHASBECOMEAMONGESSENTIALELEMENTSOFECONOMICDEVELOPMENTOFTHE21STCENTURYINTHETHIRDMILLENNIUMHUMANRESOURCESHAVEBEENTHEENGINEPOWEROFECONOMICDEVELOPMENTWITHINCREASEANDEFFECTIVEOFSOURCESALLOCATEDTOEDUCATIONPRODUCINGINNOVATIONANDPATENTSDURINGTHELASTQUARTER,THEHUMANRESOURCESHASBECOMEINEVITABLEFORENTERPRISESTHESHAREOFEDUCATIONEXPENDITURESINFASTDEVELOPINGCOUNTRIESSUCHASSOUTHKOREA,TAIWAN,CHINA,INDIA,BRAZIL,SOUTHAFRICAANDTURKEYHAVEINCREASEDINSHORT,HUMANRESOURCESHASBECOMEMOREPRODUCTIVEWITHEDUCATIONANDEDUCATIONPROVIDESPOSITIVECONTRIBUTIONTOPRODUCTIVITYANDHASPOSITIVEWHILELIVINGWITHINTHECARRYINGCAPACITYOFSUPPORTINGECOSYSTEMS“”UNDERTHEREPORTISSUEDBYUNEPANDWWFWILLBECONDUCTEDBYHUMANRESOURCESMINISTRYOFDEVELOPMENT2012P6ASTHEMOSTIMPORTANTCOMPONENTOFDEVELOPMENTANDFUNDAMENTALPRODUCTIONFACTORISHUMANRESOURCES3INNOVATIONBASEDHUMANRESOURCESTHEEUROPEANUNIONHASPUTINTOPRACTICE“INNOVATIONUNION”IN2010WITHINTHEFRAMEWORKOFINFORMATIONBASEDCOMPETITIVEECONOMYPOLICYIN2020SWITHTHISUNION,THEEUHASENVISAGEDTHATTHEEUPUBLICRESOURCESWILLACTIVATEINNOVATIONPOTENTIALOFPRIVATESECTOR?ZGEN?,2011AREPORTISSUEDBYTHEEUIN2010EMPHASIZESTHATRCOMPETITIVEINDUSTRIESANDINNOVATIONFORBETTERSOCIETY“AFUNDOF80MILLIONEUROSWASESTIMATEDFORTHEPROGRAMTHE15THINNOVATIONCONVENTIONWILLBEHELDINUNIVERSITYOFGENEVAITALYINSEPTEMBER2015“AMERICANINNOVATIONSTRATEGY”WASPUTINTOACTIONBYBARACKOBAMAIN2009THESTRATEGYEMPHASIZESTHATTHEREQUIREDINNOVATIONINFRASTRUCTUREOFTHECOUNTRYSHOULDBEREINFORCEDBUTEXTREMEINTERFERENCEINTOINNOVATIONSHOULDBEAVOIDEDAREPORTADOZENECONOMICFACTSABOUTINNOVATIONISSUEDBYBROOKINGSINSTITUTESTATESTHATINNOVATIONDRIVESECONOMICGROWTH,RAISESWAGES,IMPROVESLIFEEXPECTANCYANDMAKESTECHNOLOGYAFFORDABLE?ZGEN?,2011CAPITALTHESTUDYONSTRATEGICVISIONSOFCEOSINSPAINANDEFFECTOFTHOSEMAKINGTEAMWORKINCOMPANYONINNOVATIONPLANNINGHAVEREVEALEDTHEFOLLOWINGRESULTS97SPANISHCOMPANIESPARTICIPATEDINTHESTUDYANDTHEVISIONSOFTHEIRCEOSDONOTHAVEEFFECTONINNOVATIONPERFORMANCEOFTHECOMPANIESHOWEVER,INNOVATIONISAFFIRMATIVELYAFFECTEDINCASEOFPROJECTTEAMSANDMOTIVATIONBYTOPMANAGEMENTORDAG,FERNANDEZETALASTUDYCONDUCTEDINCHINASUGGESTSTHATSUCCESSFULSTRATEGICHUMANRESOURCESMANAGEMENTPRACTICESHAVEAFFIRMATIVEINFLUENCESONCHINESEENTREPRENEURSHIPANDINNOVATIONMODELSITHASBEENOBSERVEDTHATCONTRIBUTIONSOFHRTOCOMPETITIONANDNEWPRODUCTDEVELOPMENTHAVECONTRIBUTEDTOGLOBALINCORPORATIONWANGANZANG,2005THEREARESEVERALOECDPOLICYDOCUMENTSTHATEMPHASIZEIMPORTANCEOFHUMANRESOURCESFORINNOVATIONBECAUSEWITHINTHEFRAMEWORKOFIMPORTANCEOFHUMANRESOURCES,IMPROVEMENTOFSKILLS,COMPETENCIESANDQUALIFICATIONS,PROVIDESUPPORTTOINNOVATIONSKILLSOFHUMANRESOURCESOECD,2012RESEARCHANDINNOVATIONDOESNOTEXISTWITHOUTEFFECTIVEHUMANRESOURCESDEVELOPMENTOFRESEARCHANDINNOVATIONISONLYPOSSIBLETHROUGHKNOWLEDGEANDSPREADOFKNOWLEDGETHEKNOWLEDGEINDICATESITSELFWITHPATENTPRODUCTION,PUBLICATIONSANDINNOVATIVEPRODUCTIONSTHEREASONWHYFRANCEISSUCCESSFULINHIGHEREDUCATIONANDINRDISTHEIMPORTANCEITPAYSTOEDUCATIONANDHUMANRESOURCESQUALITYANDBEINGSTRONGINTHISFIELDOECD,2014HUMANRESOURCESISONEOFMAINACTORSFORINNOVATIONINTHEFIELDOFSCIENCEANDTECHNOLOGYASOF2008,MORETHAN?OFTOTALEMPLOYMENTINSEVERALOECDCOUNTRIESISINSCIENCEANDTECHNOLOGYTHERATESINNORTHERNEUROPEARERESPECTIVELY,39,6INSWEDEN,39,1INDENMARK,38,0INNORWAY,34,2INFINLANDTHEREPRESENTEDRATESARE35,8INAUSTRIA,35,5INCANADAAND32,3INUSAOECD,2009THERATEOFWOMENEMPLOYEDINSCIENCEANDTECHNOLOGYHASBEENINCREASINGTHERATEOF