OBJECTIVES Resource-limited countries often lack robust routine surveillance systems to accurately assess the burden of human attributes and diseases. In these settings capture-recapture analysis can be an alternative tool to obtain prevalence and incidence rates. Performance of capture-recapture analyses in resource-limited countries has not been systematically reviewed. METHODS Systematic r...

A major challenge for Strategic Human Resource Management research in the next decade will be to establish a clear, coherent and consistent construct for organizational performance. This paper describes the variety of measures used in current empirical research linking human resource management and organizational performance. Implications for future research are discussed amidst the challenges ...

Effective talent management, quantitative and qualitative need for the organization to talents will be determined based on strategy and business goals. As organizations face increasing competitive challenges of the future and capable to manage these challenges, managers need to be effective. Thus, talent management and management every day is very important in organizations and prospective. Eac...

introduction: today, human resources are the most important competitive advantage of organizations. therefore, university administrators should be aware of how to effectively use this strategic factor and advantage. however, innovation is also a valuable tool in confronting uncertainty, and responding to and impacting the external environment. the aim of the present study was to determine the s...

strategic selection problem is a multi-criteria problem which includes conflicting tangible and intangible criteria. in order to select the most appropriate strategic alternative it is necessary to make tradeoffs between these criteria as well as taking into account the resource limitations which may exist. available methods neglect the distance concept which exists between the alternatives wei...

the aim of this study is to investigate human resource competencies in iranian petroleum company. this study is a descriptive-analytical approach. in this research, we examined human resource competencies in six main categories including; credible activist, culture & change steward, talent manager/organizational designer, strategy architect, operational executor, business ally, as well as 21 su...