This data includes attributes of work orders recorded in the Cityworks system, including the type of work order, when they were received and closed, where they occurred, and how they were resolved.This dataset must be used in conjunction with Cityworks Work Orders Custom Fields dataset, WORKORDERID can be used to relate the two tables, with a one to many relationship between work order and custom fields. Metadata

Polygons representing the shape of buildings compiled from various scales and sources. The polygons can represent footprints, rooflines, pedways or podiums.The data was collected with various methods including scanning & rectifying location certificates, digitizing from air photography.This dataset is still a work in progress and there is ongoing work to improve graphic representations and improve completeness.Metadata

Collection of polygon feature class showing urban, suburban and rural areas. See HRM Tax Rates for more information.Metadata

This study aimed to advance our understanding of inclusive HRM in freelance employment. The following research question was studied: What does inclusive HRM in freelancers’ employment relationships entail, taking into account the organizational needs and freelancers’ psychological contracts? In a qualitative research design, consisting of semi-structured interviews with eight dyads of HR managers and freelancers we explore three themes: (1) organizational needs in freelance employment, (2) how inclusive HRM activities can fulfill the psychological contracts of freelancers, and (3) HR managers’ and freelancers’ perceptions of employment relationships.

IntroductionCurrently, few studies have examined the negative effects of human resource management (HRM) practices on employees’ voice behavior and turnover intention. This study aims to explore the underlying mechanisms and boundary conditions by which guanxi HRM practices influence employees’ turnover intention and voice behavior in the Chinese context, drawing on the conservation of resources theory.MethodsUsing a three-wave survey of 243 employees, we analyzed a moderated mediation model.ResultsThe results revealed that guanxi HRM practices were positively associated with turnover intention and negatively associated with voice behavior, with job meaningfulness serving as a mediator in these relationships. Furthermore, we found that ethical leadership mitigated the negative relationship between guanxi HRM practices and job meaningfulness, as well as the indirect effects of guanxi HRM practices on turnover intention and voice behavior through job meaningfulness.DiscussionThese findings deepen our understanding of the interaction between guanxi HRM practices and ethical leadership, as well as their combined effects on job meaningfulness, turnover intention, and voice behavior, and provide practical implications for organizations and managers.

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Line representation of view corridors as defined by the Regional Centre Secondary Municipal Planning Strategy.To identify areas where development is prohibited to protect important view corridors, as defined by Map 15 of the Regional Centre Secondary Municipal Planning Strategy.Reference to the complete package is required to determine permitted land uses in the Regional Centre Plan and By‐law. Contact HRM Planning & Development. Metadata

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Age is an important parameter for bettering the understanding of biodemographic trends-development, survival, reproduction and environmental effects-critical for conservation. However, current age estimation methods are challenging to apply to many species, and no standardised technique has been adopted yet. This study examined the potential use of methylation-sensitive high-resolution melting (MS-HRM), a labour, time, and cost-effective method to estimate chronological age from DNA methylation in Asian elephants (Elephas maximus). The objective of this study was to investigate the accuracy and validation of MS-HRM use for age determination in long-lived species, such as Asian elephants. The average lifespan of Asian elephants is between 50-70 years but some have been known to survive for more than 80 years. DNA was extracted from 53 blood samples of captive Asian elephants across 11 zoos in Japan, with known ages ranging from a few months to 65 years. Methylation rates of two candidate age-related epigenetic genes, RALYL and TET2, were significantly correlated with chronological age. Finally, we established a linear, unisex age estimation model with a mean absolute error (MAE) of 7.36 years. This exploratory study suggests an avenue to further explore MS-HRM as an alternative method to estimate the chronological age of Asian elephants.

Explore the progression of average salaries for graduates in Hr Management Us Equ Masters In Human Resource Management from 2020 to 2023 through this detailed chart. It compares these figures against the national average for all graduates, offering a comprehensive look at the earning potential of Hr Management Us Equ Masters In Human Resource Management relative to other fields. This data is essential for students assessing the return on investment of their education in Hr Management Us Equ Masters In Human Resource Management, providing a clear picture of financial prospects post-graduation.

Despite the growing recognition of the heterogenous nature of how employees perceive Human Resource Management Practices (HRMP), limited research has explored the antecedents of employee perceptions, even less in the public sector. While individual differences have been suggested theoretically, the empirical exploration of employee differences in impacting their perception is still limited.This study investigates the relationship between employees' personality traits based on the Big 5 taxonomy. Drawing on Cognitive Appraisal Theory, this research examines how personality traits shape HRMP perceptions and, subsequently, affect job-related well-being. Data was collected among publicly employed nurses, using an online questionnaire. The findings indicate that ‘conscientiousness’ is a significant predictor of HRMP perceptions, which in turn positively impacts both negative and positive affective dimensions of well-being. Conversely, other personality traits did not show significant effects on HRMP perceptions. The article discusses potential explanations for these findings and offers practical and empirical implications.

Explore the progression of average salaries for graduates in Management (Organizational Behavior/Human Resource Management) from 2020 to 2023 through this detailed chart. It compares these figures against the national average for all graduates, offering a comprehensive look at the earning potential of Management (Organizational Behavior/Human Resource Management) relative to other fields. This data is essential for students assessing the return on investment of their education in Management (Organizational Behavior/Human Resource Management), providing a clear picture of financial prospects post-graduation.

The relationship between organizational commitment and job performance within state-owned enterprises is complex. This dataset focuses on the water supply sector and aims to explore organizational citizenship behavior in the context of a socialist-oriented market economy. There is a mixed-method approach, combining qualitative insights from expert interviews with quantitative data from employee surveys. A survey was conducted between October 2022 and April 2023. 336 responses were considered valid for analysis. Partial least square structural equation modeling is employed to analyze the measurement model and dynamics between variables.

Obesity is a complex condition influenced by both genetic and environmental factors. While several studies have explored the genetic basis of obesity in diverse populations, little is known about its genetic underpinnings specifically in the Jordanian population. To address this gap, our study aims to unravel the genetic determinants of obesity among Jordanian individuals.Using a Genome-wide Association Study (GWAS) approach, we will investigate the occurrence and frequency of genetic variants associated with obesity in a cohort of 150 unrelated Jordanian adults. Participants will be categorized into three groups based on their body mass index (BMI): obese, overweight, and normal-weight subjects. Through high-resolution melt analysis (HRMA), we will genotype participants for specific single nucleotide polymorphisms (SNPs) known to be linked with obesity susceptibility genes, including rs2167270 in the LEP gene and rs1137100 in the LEPR gene.Our analysis will explore the association between these genetic variants and various phenotypic characteristics, including obesity risk, BMI, anthropometric measurements (weight, height), and metabolic parameters such as total cholesterol, HDL-cholesterol, LDL-cholesterol, triglycerides, and blood glucose levels.Preliminary results indicate a significant association between obesity risk and the rs2167270 mutation in the LEP gene, suggesting its potential role in predisposing individuals to obesity. Additionally, we observed marginal associations with BMI and glucose blood levels, as well as weak associations with cholesterol levels and the rs1137100 mutation in the LEPR gene.These findings shed light on the genetic factors contributing to obesity susceptibility and its related metabolic traits in the Jordanian population. Understanding the genetic architecture of obesity in this demographic could pave the way for personalized prevention and intervention strategies tailored to the Jordanian population. Further validation studies involving larger cohorts are essential to confirm and expand upon these initial findings.

Rachmad, Yoesoep Edhie. 2020. Technology in HR Management: Innovations to Support Young Entrepreneurs. International Journal of Technology in HR, Volume 10, No 4. https://doi.org/10.17605/osf.io/3g5h6

In the 2020 study titled "Technology in HR Management: Innovations to Support Young Entrepreneurs," published in the "International Journal of Technology in HR," Volume 10, Issue 4, Yoesoep Edhie Rachmad investigates the transformative role of technology in human resource management, particularly in the context of startups led by young entrepreneurs. This research explores how innovative HR technologies can streamline processes, enhance employee engagement, and support the dynamic needs of growing businesses. Background: Set against the backdrop of rapid technological advancement in business operations, the study highlights the increasing integration of tech solutions in HR practices as crucial for the efficiency and scalability of startups. The focus is on how young entrepreneurs can leverage these technologies to foster a productive and engaged workforce. Definition and Basic Concepts: The study defines HR technology as software and hardware solutions that automate and optimize the recruitment, management, and development of employees. These technologies include but are not limited to human resource information systems (HRIS), applicant tracking systems (ATS), employee engagement tools, and performance management platforms. Phenomenon: The driving phenomenon behind the research is the tech-driven evolution in HR practices, which is particularly significant in the startup ecosystem where agility and rapid scaling are often necessary. Young entrepreneurs, typically more open to digital solutions and innovations, are uniquely positioned to capitalize on these technological advancements. Problem Formulation: The main challenge addressed by the research is identifying the most effective HR technologies that can support the specific needs of startups and examining how these tools can be implemented to maximize their benefits. The study seeks to bridge the gap between technology availability and its practical application in entrepreneurial settings. Research Objectives: The objectives include analyzing the impact of HR technologies on the efficiency of HR processes in startups, exploring the benefits of these tools for employee management, and providing guidelines for young entrepreneurs on selecting and implementing the right technologies. Qualitative Research Methodology: Using a qualitative approach, the methodology involves case studies of startups that have successfully integrated HR technologies and interviews with HR tech experts and young entrepreneurs. This approach allows for an in-depth exploration of practical experiences and insights into the adoption and impact of HR tech solutions. Criteria and Respondent Selection: Respondents were selected based on their experience with HR technology implementation in startups. The study features 15 young entrepreneurs and HR professionals from various industries, including tech, retail, and services, providing a broad perspective on the use of HR technologies. Research Indicators: Key indicators of successful HR technology implementation include reduced time in hiring processes, improved employee satisfaction scores, enhanced performance tracking, and overall cost efficiency in HR operations. Operational Variables: These variables include the types of HR technologies used, the scale of implementation, the integration with other business systems, and the training provided to employees on these platforms. Determining Factors: The study identifies crucial factors for the successful integration of HR technologies, such as the alignment of technology with business needs, the scalability of solutions, user-friendliness of the software, and ongoing support and updates from technology providers. Research Findings: The findings highlight that effective use of HR technologies can significantly streamline HR operations, enhance data-driven decision-making, and improve employee engagement and retention. Challenges often include the initial cost of technology, the complexity of integration, and the need for continuous training and adaptation. Conclusion and Recommendations: The study concludes that HR technologies are invaluable for young entrepreneurs looking to optimize HR functions and support business growth. Recommendations for successful adoption include carefully assessing business needs before selecting technology, investing in user training, and choosing scalable solutions that can grow with the business. This research provides comprehensive insights into the role of technology in modern HR management, offering practical guidance for young entrepreneurs on leveraging these innovations to build and sustain effective HR practices.

Explore the progression of average salaries for graduates in Business Administration (Hrm) from 2020 to 2023 through this detailed chart. It compares these figures against the national average for all graduates, offering a comprehensive look at the earning potential of Business Administration (Hrm) relative to other fields. This data is essential for students assessing the return on investment of their education in Business Administration (Hrm), providing a clear picture of financial prospects post-graduation.

The Accessible Parking Spots dataset provides an approximate location for all known on-street Accessible Parking spaces within HRM.The purpose of the Accessible Parking Spots dataset is to provide an easily maintained database for tracking the location and inventory of Accessible Parking Spots in HRM.The locations of each marked space is approximate and does not represent the actual civic addresses of the associated parking space. Metadata

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