Research topic of study is Venn relations. Venn symbolizes relationship among human resource methods. They are personnel management, human resource management, and strategic human resource management. Venn symbolizes ...Research topic of study is Venn relations. Venn symbolizes relationship among human resource methods. They are personnel management, human resource management, and strategic human resource management. Venn symbolizes relationship among three human resource methods. According to the relations, firms apply three of them in human resource management departments. Personnel management is associated with job performance, human resource management is associated with employee performance, and strategic human resource management is associated with firm performance. Thus, those three purposes are crucial to firm＇s objectives. This study also explores human resource accounting, cognitive placement, and talent management. Research question is that firms may apply three human resource methods in human resource management departments. Methodology of study is literature scanning and major result is the application of cognitive placement methodology and Venn diagrams. Data and analysis are obtained through secondary data collection.展开更多
In the last years, there has been a big development of European policies and regulations on energy saving topics. This is due to the will to reach the targets of 20-20-20. Buildings consume a lot of energy, so the leg...In the last years, there has been a big development of European policies and regulations on energy saving topics. This is due to the will to reach the targets of 20-20-20. Buildings consume a lot of energy, so the legal framework related to the reduction of energy consumption in this sector has had a huge evolution. The ＂NZEB （nearly zero energy building）＂ concept was introduced in 2010, eight years after the release of the original EPBD （energy performance of buildings directive）. By 2020, all new buildings and buildings that are subject to renovation should have very low energy consumption, covered for the major part by renewable sources. Designing and realizing this kind of building is a very ambitious task, which needs to be supported by appropriate tools and software. This paper presents a new tool for assessing building performance, named BENIMPACT Suite （building＇s environmental impact evaluator and optimizer）, which is developed by EnginSoft （Italy）. The suite is organized in different core modules that allow to verify how the building performance level is influenced by different design choices, such as envelope shape and materials, plant systems, renewable sources use, etc.. One of the test cases used to validate the BENIMPACT Suite energy performance is the evaluation of an interesting Italian ZEB, finished in 2010 and called CasaZeroEnergy. It is located in Felettano （Udine）, a small town in northeastern Italy. This building is an experimental house designed and monitored by the Laboratory of Building Design of the University of Trento （Italy） and built by Polo Le Ville Plus Group （Cassacco-ltaly）. The energy performance of this building was modelled and evaluated using BENIMPACT Suite, and simulation results were compared with monitored data.展开更多
The reliable assessment of the annual energy demand has become necessary in view of building energy performance certification. Accurate models must be used to simulate the behaviour of HVAC （heating, ventilation and ...The reliable assessment of the annual energy demand has become necessary in view of building energy performance certification. Accurate models must be used to simulate the behaviour of HVAC （heating, ventilation and air conditioning） components in real operation, usually characterized by a wide variation of building loads. In this context, this paper deals with the development and validation of an algorithm aimed at the assessment of part load performance of various kinds of controls for vapour compresion based heat pumps and chillers, in particular referring to on-off, inverter-driven and multi-stage vapour compression. The reliability of this algorithm in the calculation of seasonal performances is checked against monitoring of heat pumps and chillers operating under real conditions.展开更多
This paper aims to discuss differences between human resource management （HRM） and strategic human resource management （SHRM）, and aims to discuss convergence or divergence between American and European HRM. There...This paper aims to discuss differences between human resource management （HRM） and strategic human resource management （SHRM）, and aims to discuss convergence or divergence between American and European HRM. Therefore, research question is what the similarities and differences are between European and American HRM. Research methodology is based on critical review of HRM literature. Therefore, this study aims to increase conceptual ability of human resource （HR） professionals. Major result is that HRM is related with employee performance, and SHRM is related with firm performance. Secondly, European HRM is becoming similar to American HRM. The difference between European and American HRM is social context and social partners. European HRM considers social partners in management of HR.展开更多
Comparative performance analysis of four irrigation schemes within Cagayan River Basin was assessed using comparative performance indicators between the years 2008 and 2012. The objectives were to establish benchmarks...Comparative performance analysis of four irrigation schemes within Cagayan River Basin was assessed using comparative performance indicators between the years 2008 and 2012. The objectives were to establish benchmarks for both productivity and performance of irrigation schemes along the valley and to inquire whether small schemes function better than large schemes. The performance evaluation study of the systems composed of three general performance indicators, based on three domains-（1） system operation performance; （2） agricultural productivity and economics; （3） financial performance. Each indicator was assessed based on the prescribed descriptors used by the International Water Management Institute （IWMI） and Food and Agriculture Organization （FAO）. Analysis showed an overall system performance efficiency of 59%, 55%, 47% and 36% for Magat River Integrated Irrigation System （MARI1S）, Lucban, Garab and Divisoria Communal Irrigation Systems （CIS）, respectively. In terms of annual productivity performance, Lucban CIS dominates the three other systems with 0.35 kg/m3, which was classified as moderately performing system, while the rest were classified with low productivity index. Financial sustainability of the systems were extremely poor with cost recovery ratio of 0, 0.33, 0.41 and 0.49 for Divisoria, Garab, Lucban and MARIIS, respectively, which were exceptionally below the standard value of at least one. Also, analysis of the indicators revealed that on average, large schemes performed similarly to small-scale schemes, but small schemes were more variable, particularly in input-use efficiency. The benchmarking study will provide strategic information to policy makers of agricultural and irrigation agencies on the existing weaknesses of irrigation systems in the country and determine in a more quantifiable terms levels of potential improvement and intervention targets.展开更多
Performance appraisal is one of the commonly used modern human resource management tools. Many companies which developed to a certain stage began to introduce performance management. But a lot of friends in human reso...Performance appraisal is one of the commonly used modern human resource management tools. Many companies which developed to a certain stage began to introduce performance management. But a lot of friends in human resources circles always hold a controversy on the effectiveness of performance management. In fact, there are problems on the methods and assessment scales. I personally think that a lot of companies use performance appraisal problem mainly occurs due to the presence misunderstanding the purpose of business resulting from the introduction of performance appraisal. For example： taking the wrong assessment methods, there is no breakdown of the work in advance, nor performed posts and responsibilities ; performance appraisal way to take a negative incentive, the employees complained of performance ; lack of strategic height of human resource management, performance appraisal that can not be linked with the actual situation. The following analysis of several performance evaluation methods and its influence is from the perspective of human resources. Each has its advantages and disadvantages, and also has different emphases. I want to share it with everyone and hope everyone can learn something from it.展开更多
In this paper, we analyzed the status of human resource management practices in western China state-owned and state holding enterprises azld private enterprises, and found that there are differences in the nature of t...In this paper, we analyzed the status of human resource management practices in western China state-owned and state holding enterprises azld private enterprises, and found that there are differences in the nature of the business combination of different patterns of human resource management practices.展开更多
To establish scientific and effective performance management system is one of the important tasks of establishing a modem enterprise human resources management. Based on modern management concept of human resources, t...To establish scientific and effective performance management system is one of the important tasks of establishing a modem enterprise human resources management. Based on modern management concept of human resources, this thesis discusses how the newly set-up Chinese private high-tech manufacturing enterprise effectively import performance management system, design and implement the system and put it into application. With application of performance management related theory, the thesis analyzes the characteristics of current stage of enterprise development, designs the construction process of performance management system, and illustrates the detailed implementation method.展开更多
With the deepening development of economic globalization, the competition between enterprises is increasingly fierce. In order to be able to survive in the fierce competition and achieve better profits, more and more ...With the deepening development of economic globalization, the competition between enterprises is increasingly fierce. In order to be able to survive in the fierce competition and achieve better profits, more and more enterprises begin to pay close attention to the performance management, and performance management gradually become the core content of human resource management. This paper expatiates the concept of performance management and related performance management contents and some existing problems in performance management. Through the discussing of the MOTOROLA＇s company performance management practice, it proposes how to improve the performance management. At last, to improve the efficiency of human resource management, it should make a systematic, standard, scientific performance management, enhance the enterprise the competitive ability and profitability.展开更多
DC distribution networks are often employed in isolated power systems like in marine and aeronautical applications. An interesting alternative to DC machines for the supply of DC grids is constituted by a three-phase ...DC distribution networks are often employed in isolated power systems like in marine and aeronautical applications. An interesting alternative to DC machines for the supply of DC grids is constituted by a three-phase alternator feeding an AC/DC rectifier. In this paper, alternative solutions are investigated where the AC alternator is equipped with more （iV） three-phase windings and feeds the DC load through more （N） cascade-connected rectifiers. The advantages of this solution with respect to the conventional three-phase topology are highlighted along with their dependence on the number （N） of the alternator windings. For this purpose, test results are reported and discussed on a prototype generator whose stator coils can be differently connected to obtained one, two, three or four windings. The major benefits （in terms of DC output current quality and field current ripple） are found when passing from the three-phase solution to the dual winding topology; conversely, relatively little advantage is gained by increasing the number of stator windings above two.展开更多
The pattern of economic integration in the world today international political, economic, cultural and social environment. multinational company human resources management is facing a complex This paper use the resea...The pattern of economic integration in the world today international political, economic, cultural and social environment. multinational company human resources management is facing a complex This paper use the research method of qualitative analysis, investigation method, and the multinational corporation management environment, the analysis of the factors influencing factors of performance management of multinational companies, general motors, for example, combined with the actual situation of performance management in a multinational company, is advantageous to the multinational companies to develop human resources, improve business performance.展开更多
文摘Research topic of study is Venn relations. Venn symbolizes relationship among human resource methods. They are personnel management, human resource management, and strategic human resource management. Venn symbolizes relationship among three human resource methods. According to the relations, firms apply three of them in human resource management departments. Personnel management is associated with job performance, human resource management is associated with employee performance, and strategic human resource management is associated with firm performance. Thus, those three purposes are crucial to firm＇s objectives. This study also explores human resource accounting, cognitive placement, and talent management. Research question is that firms may apply three human resource methods in human resource management departments. Methodology of study is literature scanning and major result is the application of cognitive placement methodology and Venn diagrams. Data and analysis are obtained through secondary data collection.
文摘In the last years, there has been a big development of European policies and regulations on energy saving topics. This is due to the will to reach the targets of 20-20-20. Buildings consume a lot of energy, so the legal framework related to the reduction of energy consumption in this sector has had a huge evolution. The ＂NZEB （nearly zero energy building）＂ concept was introduced in 2010, eight years after the release of the original EPBD （energy performance of buildings directive）. By 2020, all new buildings and buildings that are subject to renovation should have very low energy consumption, covered for the major part by renewable sources. Designing and realizing this kind of building is a very ambitious task, which needs to be supported by appropriate tools and software. This paper presents a new tool for assessing building performance, named BENIMPACT Suite （building＇s environmental impact evaluator and optimizer）, which is developed by EnginSoft （Italy）. The suite is organized in different core modules that allow to verify how the building performance level is influenced by different design choices, such as envelope shape and materials, plant systems, renewable sources use, etc.. One of the test cases used to validate the BENIMPACT Suite energy performance is the evaluation of an interesting Italian ZEB, finished in 2010 and called CasaZeroEnergy. It is located in Felettano （Udine）, a small town in northeastern Italy. This building is an experimental house designed and monitored by the Laboratory of Building Design of the University of Trento （Italy） and built by Polo Le Ville Plus Group （Cassacco-ltaly）. The energy performance of this building was modelled and evaluated using BENIMPACT Suite, and simulation results were compared with monitored data.
文摘The reliable assessment of the annual energy demand has become necessary in view of building energy performance certification. Accurate models must be used to simulate the behaviour of HVAC （heating, ventilation and air conditioning） components in real operation, usually characterized by a wide variation of building loads. In this context, this paper deals with the development and validation of an algorithm aimed at the assessment of part load performance of various kinds of controls for vapour compresion based heat pumps and chillers, in particular referring to on-off, inverter-driven and multi-stage vapour compression. The reliability of this algorithm in the calculation of seasonal performances is checked against monitoring of heat pumps and chillers operating under real conditions.
文摘This paper aims to discuss differences between human resource management （HRM） and strategic human resource management （SHRM）, and aims to discuss convergence or divergence between American and European HRM. Therefore, research question is what the similarities and differences are between European and American HRM. Research methodology is based on critical review of HRM literature. Therefore, this study aims to increase conceptual ability of human resource （HR） professionals. Major result is that HRM is related with employee performance, and SHRM is related with firm performance. Secondly, European HRM is becoming similar to American HRM. The difference between European and American HRM is social context and social partners. European HRM considers social partners in management of HR.
文摘Comparative performance analysis of four irrigation schemes within Cagayan River Basin was assessed using comparative performance indicators between the years 2008 and 2012. The objectives were to establish benchmarks for both productivity and performance of irrigation schemes along the valley and to inquire whether small schemes function better than large schemes. The performance evaluation study of the systems composed of three general performance indicators, based on three domains-（1） system operation performance; （2） agricultural productivity and economics; （3） financial performance. Each indicator was assessed based on the prescribed descriptors used by the International Water Management Institute （IWMI） and Food and Agriculture Organization （FAO）. Analysis showed an overall system performance efficiency of 59%, 55%, 47% and 36% for Magat River Integrated Irrigation System （MARI1S）, Lucban, Garab and Divisoria Communal Irrigation Systems （CIS）, respectively. In terms of annual productivity performance, Lucban CIS dominates the three other systems with 0.35 kg/m3, which was classified as moderately performing system, while the rest were classified with low productivity index. Financial sustainability of the systems were extremely poor with cost recovery ratio of 0, 0.33, 0.41 and 0.49 for Divisoria, Garab, Lucban and MARIIS, respectively, which were exceptionally below the standard value of at least one. Also, analysis of the indicators revealed that on average, large schemes performed similarly to small-scale schemes, but small schemes were more variable, particularly in input-use efficiency. The benchmarking study will provide strategic information to policy makers of agricultural and irrigation agencies on the existing weaknesses of irrigation systems in the country and determine in a more quantifiable terms levels of potential improvement and intervention targets.
文摘Performance appraisal is one of the commonly used modern human resource management tools. Many companies which developed to a certain stage began to introduce performance management. But a lot of friends in human resources circles always hold a controversy on the effectiveness of performance management. In fact, there are problems on the methods and assessment scales. I personally think that a lot of companies use performance appraisal problem mainly occurs due to the presence misunderstanding the purpose of business resulting from the introduction of performance appraisal. For example： taking the wrong assessment methods, there is no breakdown of the work in advance, nor performed posts and responsibilities ; performance appraisal way to take a negative incentive, the employees complained of performance ; lack of strategic height of human resource management, performance appraisal that can not be linked with the actual situation. The following analysis of several performance evaluation methods and its influence is from the perspective of human resources. Each has its advantages and disadvantages, and also has different emphases. I want to share it with everyone and hope everyone can learn something from it.
文摘In this paper, we analyzed the status of human resource management practices in western China state-owned and state holding enterprises azld private enterprises, and found that there are differences in the nature of the business combination of different patterns of human resource management practices.
文摘To establish scientific and effective performance management system is one of the important tasks of establishing a modem enterprise human resources management. Based on modern management concept of human resources, this thesis discusses how the newly set-up Chinese private high-tech manufacturing enterprise effectively import performance management system, design and implement the system and put it into application. With application of performance management related theory, the thesis analyzes the characteristics of current stage of enterprise development, designs the construction process of performance management system, and illustrates the detailed implementation method.
文摘With the deepening development of economic globalization, the competition between enterprises is increasingly fierce. In order to be able to survive in the fierce competition and achieve better profits, more and more enterprises begin to pay close attention to the performance management, and performance management gradually become the core content of human resource management. This paper expatiates the concept of performance management and related performance management contents and some existing problems in performance management. Through the discussing of the MOTOROLA＇s company performance management practice, it proposes how to improve the performance management. At last, to improve the efficiency of human resource management, it should make a systematic, standard, scientific performance management, enhance the enterprise the competitive ability and profitability.
文摘DC distribution networks are often employed in isolated power systems like in marine and aeronautical applications. An interesting alternative to DC machines for the supply of DC grids is constituted by a three-phase alternator feeding an AC/DC rectifier. In this paper, alternative solutions are investigated where the AC alternator is equipped with more （iV） three-phase windings and feeds the DC load through more （N） cascade-connected rectifiers. The advantages of this solution with respect to the conventional three-phase topology are highlighted along with their dependence on the number （N） of the alternator windings. For this purpose, test results are reported and discussed on a prototype generator whose stator coils can be differently connected to obtained one, two, three or four windings. The major benefits （in terms of DC output current quality and field current ripple） are found when passing from the three-phase solution to the dual winding topology; conversely, relatively little advantage is gained by increasing the number of stator windings above two.
文摘The pattern of economic integration in the world today international political, economic, cultural and social environment. multinational company human resources management is facing a complex This paper use the research method of qualitative analysis, investigation method, and the multinational corporation management environment, the analysis of the factors influencing factors of performance management of multinational companies, general motors, for example, combined with the actual situation of performance management in a multinational company, is advantageous to the multinational companies to develop human resources, improve business performance.
