Suchergebnisse

The aim of the present work is first of all to record, present and annul the trends of focus development in human resources work. The developments of the HR trends are to be clarified and dynamic changes are to be pointed out in order to subsequently derive the changes for Human Resource Management. In addition, the theoretical framework should be defined and a uniform understanding of the term should be created. First, the historical development of the digital age is presented, followed by an explanation of digitization, industry 4.0, works 4.0 and agile organization. The focus of the work is on the changes in human resource management caused by developments in the digital age. First of all, the role of the employee and the change of workplaces, as well as forms of work and employment are presented. Subsequently, the effects, the requirement profile, the boundaries between professional and private life, as well as the variety of careers are discussed. Due to the cooperation with executives and managers, leadership in digital times will also be examined in more detail. In the second priority area, the legal challenges are briefly outlined and an overview of the status of legislation with regard to digital transformation is given. First, general legislation from various areas will be dealt with, before special attention will be paid to the subject of data protection. The last chapter takes a critical look at the subject from a moral point of view. This point serves as a basis for further thinking and gives a different, less economic view of current developments. The present paper will thus shed light on a number of different and important aspects of the topic Industry 4.0 and present the changes for personnel work. However, many developments and effects have not yet been conclusively researched or cannot be predicted, as they may come as a surprise.

The MAESTRI project aims to advance the sustainability of European manufacturing and process industries. This is done by providing a management system in the form of a flexible and scalable platform, and to guide and simplify the implementation of an innovative approach, the Total Efficiency Framework. The overall aim of this framework is to encourage a culture of improvement within process industries by assisting the decision-making process, supporting the development of improvement strategies and helping define the priorities to improve the company's environmental and economic performance. Its development and validation will be achieved through application in four real industrial settings across a variety of activity sectors. The Total Efficiency Framework will be based on four main pillars to overcome the current barriers and promote sustainable improvements: a) an effective management system targeted at process and continuous improvement; b) efficiency assessment tools to define improvement and optimisation strategies and support decision-making processes; c) integration with a toolkit for Industrial Symbiosis focusing on material and energy exchange; d) a software Platform, based on the Internet of Things (IoT), to simplify the concept implementation and ensure an integrated control of improvement process. Over a period of 4 years, the project will deliver exploitable resultsclustered into technological outputs (including eco-innovative products, processes and services tailored to industrial end-users) and structured solutions (involving technical, economical, legislative and policy solutions synergistically combined).

HRD is vital to any organization, by which the management can make the workers to achieve the desired organizational goals. The main aim or need of the study to know HRD in Textile Industries. When an employee is made to develop his skill, the target will be achieved quickly. The study clearly portrays the human resource development in the company and where it needs to improve. The study has been made with the help of interview schedule including personal data with OCTAPAC (Openness, Confrontation, Trust, Autonomy, Proaction, Authenticity, Collaboration) culture, general climate HRD mechanisms. The recommendations have been given wherever the HRD needed improvement.

ABSTRACTThis paper studies the interactions between harvesters, whose income depends on a renewable natural resource as a key factor of production (e.g., fisheries) and industries that can have important impacts on the renewable resource, but whose production does not depend on it (e.g., off-shore oil extraction) in the context of a growing economy. We examine these issues for a closed economy focusing on how the co-existence between these two sectors affects sustainable development and the well-being of the poor, i.e., the harvesters. We show that under certain conditions the existence and expansion of a resource-impacting industrial sector may be consistent with sustainable development. However, if these conditions are not met, growth of the resource-impacting sector leads to further resource depletion and may even threaten the feasibility of sustainable development.