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Summary. The work analyzes the factors of human resource for employment policies in the globalization conditions. This work aims to examine the integration of the state management system (SMS) and the society self-management system (SSMS) common European Union (EU) area in the globalization conditions. We present the research models of state and society chain integration which responds to employment policies in the globalization conditions. Integration of the factors state strategy chain synchronizes the key processes in terms of the society for employment of development economics common EU area in the globalization conditions. The work provides an analysis of development the factors economic and social environment in EU member state (the state), the role of environmental factors for development the human resource at the present moment, presents the future changes in the state economy, describes the private development strengthening tendencies in the factors of human resource under the conditions of EU and the urgent issues in the management of human resources trends of the society of the economic and social environment in the state. The tendencies of theoretical models and research the factors of human resource for strengthening the state strategy now and in future are summarized; the study subject relevance summaries for improving the management and self-management of the factors human resources trends of the conditions future in the state.

Summary. The work analyzes the factors of human resource for employment policies in the globalization conditions. This work aims to examine the integration of the state management system (SMS) and the society self-management system (SSMS) common European Union (EU) area in the globalization conditions. We present the research models of state and society chain integration which responds to employment policies in the globalization conditions. Integration of the factors state strategy chain synchronizes the key processes in terms of the society for employment of development economics common EU area in the globalization conditions. The work provides an analysis of development the factors economic and social environment in EU member state (the state), the role of environmental factors for development the human resource at the present moment, presents the future changes in the state economy, describes the private development strengthening tendencies in the factors of human resource under the conditions of EU and the urgent issues in the management of human resources trends of the society of the economic and social environment in the state. The tendencies of theoretical models and research the factors of human resource for strengthening the state strategy now and in future are summarized; the study subject relevance summaries for improving the management and self-management of the factors human resources trends of the conditions future in the state.

Purpose
– The purpose of this paper is to establish that there are causal relationships among critical success factors (CSFs) associated with an enterprise resource planning (ERP) project. The authors prove that: H1 – Vendor (VN) is positively related to Enterprise System Selection Process (ES). H1a – Enterprise System Selection process (ES) mediates the relationship between vendor (VN) and Success (SS). H2 – Project Management (PM) is positively related to Implementation Strategy (IS). H2a – Implementation Strategy (IS) mediates the relationship between Project Management (PM) and Success (SS). H3 – Support of Top Management (TM) is positively related to Project Team Competence (PT). H3a – Project Team Competence (PT) mediates the relationship between Support of Top Management (TM) and Success (SS).


Design/methodology/approach
– To test the proposed hypotheses, the authors conducted a survey using a questionnaire. The research questionnaire was floated to 450 respondents; the authors received 168 responses. The authors had to discard 62 responses as their organization had greater than 250 employee and did not qualify to be an Indian SME. The authors were left with 106 responses. The respondents were managers (5.6 percent), consultants (39.6 percent), engineers (50 percent) and the remaining (4.8 percent) did not specify their job. The authors then do regression analysis and path analysis including all other required analysis.


Findings
– The authors found that all hypotheses are supported. The management may use these findings to understand relationships among CSFs and use this knowledge to mitigate and manage CSFs.


Originality/value
– There are no systematic studies to study relationships among CSFs. The work establishes relationships among CSFs through data collected from organizations that have implemented ERP.

Mergers and acquisitions (M&A) have received a great deal of attention in academic literature but the role of human resources management in M&A success is still understudied. Of the three stages identified in a merger and acquisition process (planning, integration and implementation), most research focuses on the planning and integration stages. Thus, the aim of this paper is to analyse the main factors that determine the success of HR management in the implementation stage of an international M&A operation: consolidate leadership; human resource provision and evaluation; structure, strategy and culture evaluation; and control of the merger and acquisition process. With this objective, we developed a case study of a multinational company that operates in the mechanical engineering sector. The results illustrate the main factors, human resource practices, and human resources management and behaviour outcomes undertaken by a multinational company during the M&A implementation stage. The case study allows researchers to learn from professionals and business leaders and presents a roadmap that can be considered to manage HR in the M&A process.

Despite widespread acceptance throughout commercial and military settings, crew resource management (CRM) training programs have not escaped doubts about their effectiveness. The current state of CRM training is an example of how an entire body of pertinent research and development has not had the impact on practice that it could. In this paper we outline additional resources (i.e., principles, information, findings, and guidelines) from the team training and training effectiveness research literatures that can be used to improve the design and delivery of CRM training. Some of the resources discussed include knowledge about training effectiveness, training teamwork-related skills, scenario design, and performance measurement. We conclude with a discussion of emerging resources as well as those that need to be developed. The purpose of this paper is to provide the CRM training developer with better access to resources that can be applied to the design and delivery of CRM training programs.

Human resource management is the mobilisation of available human resource in the organization to achieve the organizational goals. Human resource management activities are not devoid of challenges in any organization, including Local Government Councils in Nigeria; hence, this study identified such challenges as environmental factors and classified it as internal and external environmental factors affecting human resource management in Nigerian Local Governments. These factors were identified on account of the observed irregularities in human resource management policies and practice in the Local Government service. This study therefore aims at examining the environmental factors affecting human resource management in Nigerian local governments between 2010-2018. Data were collected from observations, interviews and documented facts on the subject matter, while system theory was used to explain the interdependence of the various departments and its effects on human resource management in the Councils. The study findings identified poor capacity building and orientation, activities of trade unions, administrative policies and politics, capacity of the Council leadership, among others as internal factors; and political, social, legal, physical, etc., as part of the external environmental factors affecting human resource management in Nigerian Local Governments. The study concluded that the internal and external factors have significant effects on the human resource management and productivity of the Local Governments in Nigeria. This study further made some recommendations on strategies to achieve effective human resource management in Nigerian Local Governments.
Keywords: Staff development, Local Government, environmental factors, human resource management, organizational productivity.

Objective: The objective is to lay out the rationale for multiple resource theory and the particular 4-D multiple resource model, as well as to show how the model is useful both as a design tool and as a means of predicting multitask workload overload. Background: I describe the discoveries and developments regarding multiple resource theory that have emerged over the past 50 years that contribute to performance and workload prediction. Method: The article presents a history of the multiple resource concept, a computational version of the multiple resource model applied to multitask driving simulation data, and the relation of multiple resources to workload. Results: Research revealed the importance of the four dimensions in accounting for task interference and the association of resources with brain structure. Multiple resource models yielded high correlations between model predictions and data. Lower correlations also identified the existence of additional resources. Conclusion: The model was shown to be partially relevant to the concept of mental workload, with greatest relevance to performance breakdowns related to dual-task overload. Future challenges are identified. Application: The most important application of the multiple resource model is to recommend design changes when conditions of multitask resource overload exist.

The modern organization structure — whether in the public or private sector — is composed of a highly unpredictable resource: people. They enter the organization at different points and bring to it an almost infinite variety of skills. The staffing of an organizational entity, therefore, contains many uncertainties. To reduce the effect of these uncertainties, the authors have developed a sophisticated human resources forecasting system using computer-based modeling and simulation techniques. This model was designed and developed for use in a large branch banking system operating statewide. It is, however, applicable for use in other industries having different organizational structures. The Manpower Planning Quotas model (MPQ) is a tool which permits management to experiment with alternative staffing policies to achieve an optimum level of qualified personnel.

Yet, Human Resource Development is very important issue, but very difficult component for effective health care delivery, especially in the public sector. The present study aimed to identify the main factors of Human Resource Development in the Iranian Social Security Organization's Hospitals. This study was descriptive and applicable. Ninety six Iranian Social Security Organization Hospitals (the major governmental health institutions in Iran) were chosen as a sample among all Iranian healthcare centers. The members of research community were educational managements of these hospitals (n=96). To achieve this objective, the conceptual model of Human Resource Development was first designed and approved by managers and experts of hospitals. Then a questionnaire was designed for reviewing the current state of Human Resource Development. Content validity and construct validity were assured with expert judgment and the reliability of the questionnaire was determined using Cronbach's alpha and Pearson correlation (first and second times). Cronbach's alpha coefficient was respectively as 0.925 and Pearson correlation was 0.977 (p<0.001). After the sample size was shown to be sufficient, the exploratory and confirmatory factors were analysed. Then, a structural equation approach was used to determine direct and indirect relations of factors. The findings of the present Study showed that after the factor analysis of the components "Commitment", "Planning", "Action" and "Evaluation", 3, 2, 1 and 3 factors were extracted, respectively The calculated fitness indices emphasised the desirable fitness. The application of the structural equation approach showed that the corresponding factors of commitment (organization development, management commitment and employment system) have a direct relation with the factors of planning (career development path and master plan for education). The career development path and master plan for education have bilateral relations and these factors relate directly to the factor human resource development activities. Furthermore, the factors of evaluation development system, welfare system and performance management was known to be an independent factor having effects on all of the known factors. The calculated fitness indexes prove the desirability and appropriateness of the components and their structural relations. © IDOSI Publications, 2011.